The Audit Edition 🔍
Audit Yourself
As a coach, I often meet smart, young professionals who feel they’re doing everything right but wonder why they aren’t advancing. They watch as co-workers are promoted, but there’s no sign of promotion on their horizon.
When I ask them about what feedback they've gotten, more often than not they don’t have an answer for me… not because they don’t want to tell me... but because they aren’t getting feedback.
No matter how hard or smart they work, they know they need direction to make significant forward movement — and often aren't getting that direction from their managers.
But between keeping up at work, career development, and work-life balance, remembering to actively solicit feedback is sometimes one thing too many. And it can feel intimidating.
Others replace the need for feedback with self-reflection. But chances are even the most reflective of you still struggle to assess yourself. (It’s not your fault. Humans are notoriously bad at self-evaluation.)
That’s why feedback from our peers is absolutely essential to our growth. I probably don’t have to convince you of this.
So what’s stopping you from getting feedback?
It’s probably any combination of reasons. Maybe you want to know how to improve, but you’re afraid to get feedback. Or you forget to ask. Or you don’t know how to ask… Or you might even assume the answer won’t be honest or helpful.
There are no shortage of op-eds on how to give feedback but not much about how to ask for and receive valuable feedback from others.
Here are some tips I’ve been offering my clients:
Don’t wait around for performance reviews. Take the initiative to ask your leads for feedback, but don’t stop there. Feedback from your peers and other stakeholders is likely to offer you valuable insights as well.
People may be hesitant to be honest - reassure or try “What’s one thing I can do to become 10% better” or “What things should I start, stop, continue to improve my communication with you?” People will have an easier time telling you what you can do better moving forward than what you’re doing wrong now.
Not all questions are created equal. You might have to try a few different ways of asking. Be specific! To help people give you feedback, you might ask: what went well in your last presentation and what could you have done better?
Create the space for people to feel comfortable giving you feedback. And don’t just ask once.
How you listen is as important as how you ask. Stay open and curious. Listen without response and thank the person for their feedback. Consider writing it down as you receive it.
Finally, remember that feedback will not always be an accurate reflection of who you are ... But it is always an accurate reflection of how you’re perceived.
🧠 Brain Food 🧠
I'm reading: Emotional Agility by Susan David
Great read about how to get unstuck, embrace change and thrive at work.
I'm listening to: The Knowledge Project with Shane Parrish
A podcast with great interviews about using decision making frameworks.