| 1.
Ask: You first have to make it clear that you
want feedback and that you are receptive to it. If you have
already recognized that you don't receive enough feedback,
then you need to "go get it". Think about those people who
are in a position to observe specific desired behaviours
you may or may not exhibit and ask them for their input.
2. Make if easy for others to give
you feedback: When asking for feedback, it is
important to bear in mind that you are asking someone to
do you a favour--one that requires courage on the feedback
provider's part-- so you need to make the process as easy
as possible for him/her. It is natural for people who work
together, particularly in Canadian work environments, to
be "polite" and careful not to upset their colleagues. This
is particularly true if there is a positive working relationship.
Feedback givers often fear a backlash. It is incumbent on
you to let your colleagues know that while there may be
times when constructive feedback is difficult to hear, you
respect them for assisting you with your development. Showing
your respect for their contribution includes setting the
time aside to have a feedback discussion when it is convenient
for them and ensuring they have time to organize their thoughts.
3. Listen: When receiving
feedback it is critical to listen. Especially when you have
asked for the feedback. This is not the time to explain
or rationalize your behaviour-you can come back later to
your explanations if you must. Blaming circumstances or
other external factors will get in the way of truly hearing
the feedback. Take time to genuinely listen for how the
other person observed your behaviour and what impact it
had on them or others around you. Asking for clarification
or examples is fine as long as you are careful not to put
the feedback provider on the defensive because of insufficient
"evidence" for their perception. Paraphrasing the feedback
is a helpful way of demonstrating that you have heard the
message. Body language is important when listening effectively--
be sure to make eye contact and not look away.
4. Thank the feedback provider:
Simply say "thank you" for the time taken by the feedback
provider and the candour of their comments. This is not
the time for lofty promises; just acknowledge the value
of the feedback to you and promise to consider it in pursuing
your personal development. You may want to ask the feedback
provider if you can "complete the loop" with them by talking
to them at a future date about your improvement plans and
how their feedback specifically helped you. |
