¿Cuáles son las mejores formas de utilizar la retroalimentación para mejorar su trabajo con la alta dirección?

Ask for feedback proactively and regularly. Don’t wait for annual reviews or formal meetings to seek feedback from your manager or other senior leaders. Instead, request feedback after completing a project, reaching a milestone, or facing a challenge. This shows your initiative, willingness to learn, and respect for their opinions.Listen to feedback attentively and respectfully. When receiving feedback, pay attention to what is being said, and avoid interrupting, arguing, or getting defensive. Try to understand their perspective, expectations, and goals.Act on feedback promptly and effectively. Feedback is useless if you don’t act on it. When doing so, be specific, objective, and positive. Focus on the task or behavior, not the person.

The main problem when it comes to seeking feedback from Senior Management, is actually asking for it. In a Senior/Junior dynamic, the vast majority of the time, the Junior will not want to "bother" the Senior as they will think "they are too busy" Senior managers (or at least good Senior managers ) *actively* want Junior members to ask for feedback and help develop their career and skills. This is why bi-weekly (or weekly) 1-2-1 meetings are so important - and these should be all about the Junior as opposed to the Senior. The Junior needs to come prepared with key questions for the Senior to actively solicit feedback and improve. In short - if you're a Junior, don't be afraid to ask for feedback! :)

1) teach everyone what real feedback is and how to use it 2) develop trust 3) welcome feedback and appreciate it keep it succinct - less than 125 characters did the job for me

Here are some tips on how to use feedback effectively: Seek feedback proactively. Don’t wait for annual reviews or formal evaluations to ask for feedback. Be specific and focused. When asking for feedback, be clear about what you want to know and why. For example, you can ask for feedback on a specific project, task, or skill that you want to improve. Listen and acknowledge. When receiving feedback, listen attentively and respectfully. Don’t interrupt, argue, or get defensive. Give feedback constructively. As accountants, we may also have the opportunity to give feedback to senior management, such as on financial reports, budgets, or strategies. When giving feedback, be constructive and respectful.

Providing feedback to senior managers is an essential part of achieving success, as effective communication is the cornerstone of any successful organization. To ensure that the feedback is constructive, it is crucial to maintain a balanced approach, with a focus on areas for growth while acknowledging strengths. Additionally, it is crucial to set the right time and place for giving feedback, as timing can have a significant impact on the effectiveness of the feedback. By following these guidelines, employees can confidently and effectively provide feedback to senior managers, driving the success of the organization.

Demonstrate active listening when receiving feedback from senior management. Avoid interrupting or becoming defensive; instead, focus on understanding their perspective and intentions. Seek clarification by asking questions about specific aspects of the feedback, such as requesting examples, suggestions, or priorities. Summarize the feedback to confirm your understanding. This approach not only shows your receptiveness but also helps to extract valuable insights for improvement. By fostering open communication, you enhance your ability to align your work with senior management's expectations effectively.

Better communication is the key. Listening before reacting is very helpful and will be beneficial for both parties. Asking for clarification will surely help avoid misunderstanding.

When receiving feedback, ask for specific examples or instances that can provide clarity on areas that need improvement. Specific feedback allows us to pinpoint and address issues more effectively.

It is always advisable not to open your mouth before you listen and understand clearly. The more clearly and deeply you understand, the better you will be able to answer.

The active listening is important for clarity and understandings. We should listen while getting any feedback, evaluation or assignment. Don't argue or defensive while listening. However after listening you can ask questions for more clarity and understanding. Concentrate on body language and gestures of speaker while listening as sometimes it's important for more clarity.

Reflecting and evaluating feedback is crucial for leveraging insights from senior management. Embrace a growth mindset that sees feedback as a pathway to continuous improvement. Actively seek constructive criticism, positioning yourself as an adaptive contributor. Apply this approach consistently to foster a culture of learning and improvement within the team, demonstrating your commitment to professional development.

After getting feedback or evaluation, analyse in detail and set priorities. The feedback will be divided into three main segments: 1) You strengths 2) Areas of improvements 3) How can you apply feedback at your work

Often we all stuck in our daily activities that we do not take time to reflect on our duties and how they impact the organisation. Therefore, reflection and evaluation identifies alignment of strategic priorities and process improvement.

Una de las mejores formas de crecer como profesional y como persona es reflexionar acerca de como trabajamos y cómo se nos percibe. Entender las motivaciones y objetivos de la empresa y la alta dirección es el primer paso. El segundo es entender cómo se percibe nuestro trabajo según ese contexto. Y por último, evaluar qué necesidades tenemos para aportar el máximo valor posible a la Dirección y a la empresa en su conjunto. De esa forma podemos aprender y continuar creciendo, con una visión más completa de nuestra posición.

Reflection and evaluation is one of the pertinent aspects which helps if performance improvement. Not all criticism is meant to put someone down. If you take time reflect on it take notes on what areas to improve and maximize on them, you will excel in your performance. One can only be able to note positive criticism if one takes a positive approach, reflect and take appropriate action. I agree criticism can affect someone negative but it takes positivity in someone to thrive on it.

In my opinion not everyone is happy to get feedback from another person. Those who really want to grow will do. If you have this habit, Congratulations you are a step ahead of majority of the crowd. Further, following may be a few useful points for those who wants to Interact with seniors to have feedback. It is crucial to listen to their feedback actively. Take their feedback as a compliment and based on that plan to improve your skills. Make sure to rectify your doubts then and there without any hesitation. Moreover, even if you are an expert in a specific area, it is recommendable to take a piece of advice or opinion from another person. Finally, do not forget to respond to their feedback by giving at least a word of appreciation.

Acknowledging and appreciating feedback from senior management is a crucial step. Responding with gratitude not only demonstrates professionalism but also reinforces your commitment to improvement. Clearly communicate your key takeaways and action plans, showcasing your proactive approach to addressing feedback. Invite ongoing dialogue, expressing openness to further collaboration and guidance, thus fostering a positive working relationship with senior management.

Remember, you requested the feedback, it's important to show gratitude for the opportunity to improve and grow in your position. I mention areas or points I may not have been aware of, to show appreciation for this new opportunity to improve. In today's fast-paced environment, many managers are juggling multiple responsibilities, working overtime and prioritizing their duties. Requesting their evaluation is taking time away from their already busy schedule, and I make a point to offer a time that is convenient to our schedules, to avoid a rushed conversation as well as expressing sincere gratitude for their efforts.

It is very important to understand the feedback of seniors. We need to learn the skill of listen and implement. Some of the important actions which can help in this prospective are as: Step-1: make pointers of your discussion ( short and to the point). Step-2: put date against each of the pointers. Step-3: align various stakeholder affected like marketing, operation, HR etc. Step-4: monitor the tracker on weekly basis Step-5: provide an update to senior in the next call. The most important item to ensure implementing the feedback is linking it with your permanence goal (which will help at annual appraisal).

Effective implementation is key to leveraging feedback for improvement. Translate feedback into concrete actions by setting SMART goals aligned with the insights gained. Consistently track your progress, demonstrating commitment to incorporating feedback into your work. Seek input from diverse sources to ensure a well-rounded perspective. Documenting results not only showcases your dedication but also provides tangible evidence of positive change, reinforcing your value to senior management.

Implementing and tracking received feedback is vital for professional growth and performance improvement. By actively integrating feedback into your work, you demonstrate a commitment to positive change. Tracking progress allows you to measure the impact of adjustments, ensuring ongoing improvement and alignment with goals set by senior management.

People often seek feedback but post taking one need evaluate internally how to implement the same in positive ways including plan to track.

Implementing a strategy or change is not enough, A regular review and evaluation is required to ensure the accuracy and effectiveness of the process.

Actively engage in a feedback loop by soliciting and sharing insights within your team. Encourage open communication, fostering a culture of continuous learning and improvement. By sharing feedback, you contribute to a collaborative environment that promotes innovation and accountability. Demonstrating a commitment to personal and team growth reinforces your dedication to excellence in management accounting. This proactive approach not only enhances your professional reputation but also aligns with senior management's expectations for a dynamic and responsive team.

Consider creating a structured feedback mechanism using technology to streamline the process. Implementing digital tools can facilitate real-time feedback exchange, ensuring timely insights and fostering a more agile response to evolving challenges. Additionally, leverage feedback as a means to strengthen cross-functional collaboration. Encourage interdepartmental dialogues to gain diverse perspectives, enriching your strategic approach and reinforcing your value as a management accounting professional attuned to the broader organizational context.

Effectively utilizing feedback is crucial for enhancing your work with senior management. Firstly, approach feedback with an open mindset, viewing it as constructive insights rather than criticism. Actively seek feedback through regular check-ins or formal evaluations, creating a culture of continuous improvement. Take the time to understand the expectations and priorities of senior management, aligning your efforts accordingly. Implementing feedback promptly and demonstrating visible improvements not only showcases your adaptability but also reinforces your commitment to delivering exceptional results.

Working on the idea of brainstorming, linking departments, arriving at solutions, and presenting them to senior management for decision-making after coordination between departments.

Ask yourself following questions first: - WHY do you need to hear a feedback? Would you like to improve your hard and/or soft skills for a potential career move? - WHO should you ask for it? The person/s' opinion should be really valuable to you. Otherwise, you will not take it seriously. - About WHAT? Should it be a general comment about you as a professional or something specific you're working on. Once you answer one of these questions it will allow you to build a structured conversation with a person, you will ask. You should take as much as possible from that conversation.