Here's how you can solicit feedback from supervisors to excel in your Corporate Finance career.

Constant feedback is crucial to your professional growth. However, selecting the appropriate time to have these discussions with your supervisor is just as important. At the end of the month/quarter, the focus is placed on finalizing financial reporting packages to meet deadlines, so it may not be the ideal time to ask for detailed feedback. One approach is to schedule a follow-up meeting with your supervisor upon the completion of each project and when more time is available to discuss what went well and which areas could be improved.

Timing truly plays a pivotal role when seeking feedback. From my experience, I've learned that the quality of feedback is directly influenced by the timing of the request. Approaching your supervisor during a calm period, rather than during peak stress times like quarter-end, has always led to more meaningful and constructive conversations. It’s about finding that sweet spot when they can focus on the discussion without being rushed. This approach not only shows consideration for their workload but also ensures that the feedback you receive is thoughtful and valuable.

Vague or broad inquiries often yield equally vague responses, which may not be actionable or helpful in guiding your improvement. Being specific in your inquiry also shows that you've taken the time to reflect on your own performance and identify areas where you need growth. If you're managing vendor relationships and want to get specific feedback from your supervisor on how to improve, you might say: "I'm working on optimizing our vendor management process, particularly in the areas of contract negotiation and performance monitoring. Could you provide feedback on how well I've assessed the vendors' risk profiles and if there are any gaps in my approach to maintaining long-term vendor relationships? This approach is focused and detailed.

Over time, I’ve realized that receiving feedback is only the beginning; the true value lies in how we respond to it. After getting feedback, I’ve learned that it’s essential to take immediate follow-up actions to ensure continuous improvement. For instance, when I received feedback on my communication during presentations, I knew I needed to make improvements. But knowing wasn’t enough—I had to develop a plan and take concrete steps. I set specific goals, such as practicing my presentations more rigorously, refining my messages to be more concise, and even attending workshops to enhance my skills. These actions didn’t just improve my performance; they also showed my commitment to growth.

Feedback has one job—to help us improve. Receiving feedback is only half the battle; implementing it is the other. When the feedback is valid and we are open to it, making the necessary adjustments allows us to grow immensely.

One thing I've learned is that feedback isn't just about correcting mistakes; it's also about recognizing what you're doing well and how you can build on those strengths. When I take the time to reflect, I start to see patterns—both in the areas where I'm excelling and where I need improvement. This awareness has helped me to be more strategic in how I approach my work. Another key insight is that reflection helps me to be more proactive in seeking out feedback. Instead of waiting for it to be given, I now ask for it regularly, especially after completing significant tasks or projects. This not only shows my commitment to growth but also helps me to stay aligned with expectations and goals.