Sie erzielen nicht die gewünschten Ergebnisse aus Ihrer Arbeit. Wie können Sie Feedback nutzen, um das Ruder herumzureißen?

I'm going to keep posting this till they kick me out! People don't like giving "feedback," and neither do they enjoy getting it. What they truly want is ways to learn and improve themselves. "Feedback" typically refers to an evaluation of past performance, without much emphasis on supporting or improving future performance. Instead of asking for "feedback," try asking for advice. Rather than asking, "What could I have done to better?" ask, "What would you do in a situation like this?" You will immediately notice a difference in the quality and depth of the learning opportunity.

Utilize feedback to identify areas for improvement, gather insights, and adjust strategies accordingly. Actively listen to constructive criticism, acknowledge shortcomings, and seek clarification if needed. Develop an action plan to address feedback, set specific goals, and track progress. Regularly solicit feedback from peers, supervisors, and clients to continually refine your approach and achieve desired results.

I'm often debriefing with my colleagues to get their point of view on a situation, a call, a challenge, not because I'm seeking for their approval but more to assess their vision and understand what is valuable for them. I believe in collective intelligence so having different feedbacks is crucial to see how people perceives a situation. This has to be done honestly with goodwill. It helps me to improve myself by practicing, adapting when necessary and having an insightful moment to talk and share our experiences and tips.

In my experience, sometimes asking feedback is not sufficient. As a leader, it's important to encourage a culture of feedback, to show a role model of asking for feedback and giving feedback. Most people don't know how to offer feedback which is valuable, and they might not be totally honest in cases where the feedback is not entirely positive. For example, if I don't know how to stay kind to the person, but serious or tough on a situation, I might choose to not say anything, instead of hurting the other person and putting myself in a strange position. Encouraging feedback culture means that you as a leader help people learn how to give feedback. Offer them training with lots of opportunity to practice in the presence of an expert.

Nothing personal ; ) Emotion vs Rationality Never agreable to hear something that we did wrong, but this how we improve, understanding our mistakes or misses. It's important to keep in mind that your interlocutor has good intentions. After all, you are asking for a honest feedback. Take it like a role play when to better understand a situation, you have to take a step back and analysing the situation, even by replacing characters names. It's not about you or someone else, it's more how you will act in the most effective way to get done what you have to reach.

Not all feedback is worth putting into action. Some may say to you: “I think you are awesome at this one thing. If you’d also be awesome at the thing I’m awesome at, then you’d be complete.” This is based on the false premise that the best people are well-rounded. That's baloney. Teams can be well-rounded, but people can't be. People will tell you to change who you are and call it "feedback." Toss it in the trash.

Maintaining your critical thinking skills is essential. Consider the motives behind the feedback provider's interest. Do you trust them? Are there competing interests at play? It's crucial to maintain a critical mindset and not rely solely on others' opinions. When you're on the right path, you'll sense it, just as you recognize good people!

This is perhaps one of the most challenging tasks to undertake. You may have all the theoretical knowledge, but when it comes to putting it into practice, you seem to forget almost everything. I'm employing the use of post-it notes to structure a new skill that I need to incorporate, and I'm engaging in regular practice (as repetition is key to learning). Once integrated, it's like having a second sight when observing people's actions. You can recognize their soft skills and articulate the related thought process.

To improve outcomes, actively seek feedback from colleagues, supervisors, and clients to identify areas for growth and refinement. Embrace constructive criticism with an open mindset, viewing it as an opportunity for learning and improvement rather than personal critique. Analyze feedback objectively, pinpointing specific areas of improvement, and develop actionable plans to address them. Iterate on your approaches based on feedback, demonstrating responsiveness and a commitment to growth. By incorporating feedback into your workflow, you can pivot towards more effective strategies and achieve better results in your work.

By recording your presentations, you can revisit them to gain a deeper understanding of the dynamics between yourself and your customers or colleagues. You can observe your actions, note their inquiries or expectations, and often uncover new insights that may have been missed during the live presentation. Engaging in self-analysis can be beneficial in this regard.