{"id":134699,"date":"2024-11-01T11:42:02","date_gmt":"2024-11-01T15:42:02","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=134699"},"modified":"2024-11-04T12:05:47","modified_gmt":"2024-11-04T16:05:47","slug":"ask-for-feedback-at-work","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/ask-for-feedback-at-work\/","title":{"rendered":"Ask for Feedback at Work\u2014It’s More Valuable Than Praise"},"content":{"rendered":"\n

Why do some professionals avoid asking for feedback<\/a>? What’s the difference between seeking validation<\/a> and pursuing genuine improvement?<\/p>\n\n\n\n

Getting better at your job requires more than just collecting compliments. Asking for feedback at work\u2014and actually using it\u2014can transform your career growth. Impact players understand this distinction and actively seek constructive criticism to enhance their performance.<\/p>\n\n\n\n

Keep reading to discover practical strategies for requesting, receiving, and implementing feedback that will accelerate your professional development.<\/p>\n\n\n\n\n\n\n\n

Asking for Feedback at Work<\/h2>\n\n\n\n

Instead of looking for praise, impact players ask for feedback at work<\/a>. Wiseman writes that they recognize that feedback isn\u2019t a personal attack but a way to help them improve. In contrast, non-impact players avoid or ignore feedback because it hurts their ego. Instead, they only seek out and listen to validation. However, it\u2019s feedback\u2014not praise\u2014that can help you adjust and correct your actions, so when workers ignore feedback, they stop growing and improving, and thus they limit their potential.<\/p>\n\n\n\n

(Shortform note: In Thanks for the Feedback<\/em><\/a>, Douglas Stone and Sheila Heen explain that it\u2019s hard for us to receive feedback because feedback can trigger emotional responses<\/a>. Usually, we react negatively when we think feedback is wrong or unfair, when we have a problem with the person who\u2019s giving us the feedback rather than the content itself, and when feedback threatens our sense of self.)<\/p>\n\n\n\n

Wiseman argues that prioritizing validation over guidance leads to impact-reducing behaviors. It can cause you to stick only to your strengths and to not try to improve weaknesses. Additionally, you may check in too frequently with your manager to get validation for your work to the point where it becomes burdensome for them.<\/p>\n\n\n\n

Wiseman suggests several ways you can view feedback in a more positive light.<\/p>\n\n\n\n

1) Separate your work from your sense of self. <\/strong>Recognize that your work doesn\u2019t define your value as an individual. For example, making a mistake on a task doesn\u2019t make you a failure.<\/p>\n\n\n\n

2) Gain some distance from it. <\/strong>If you\u2019re finding it hard to accept some feedback, take a break\u2014for example, go for a walk. This gives you space to calm your emotions and helps you open your mind to making changes.<\/p>\n\n\n\n

3) Make small changes to your behavior.<\/strong> Try to implement one piece of feedback at a time because small changes are easier to make, and they can have a big impact. When you make these changes, communicate your progress: Let your manager or your mentors know how their feedback has helped you and what you\u2019ve achieved as a result. Doing so encourages people to continue investing in you.<\/p>\n\n\n\n

Ask and Listen to Feedback Effectively<\/strong>

While Wiseman suggests ways you can better incorporate feedback<\/a>, she doesn\u2019t elaborate on how you can proactively ask<\/em> for feedback in the first place.

In The Oz Principle<\/em><\/a>, the authors say that others will only provide useful feedback if they feel safe to share their honest feelings with you<\/a>. You can do this by letting them know you\u2019re looking for the truth, explain why you want feedback, and be specific with your questions\u2014for example, instead of asking what you\u2019re doing wrong, you might ask how you can improve your communication style.

Once you\u2019ve requested feedback, you must then listen and respond to it well. In Thanks for the Feedback<\/em><\/a>, Stone and Heen lay out how to hold a feedback conversation<\/a>:

Listen: <\/strong>Be mindful of your internal voice while listening and ensure that your thoughts don\u2019t drown out the other person\u2019s words. Following Wiseman\u2019s advice to separate your work from your sense of self can help you quiet your internal voice. While listening, let the feedback giver know you\u2019re listening to them by asking focused information-seeking questions.

Clarify:<\/strong> To be able to make small changes to your behavior, make sure you know how to follow the feedback giver\u2019s advice. Ask for specific details\u2014for example, if you\u2019re discussing how to give a better speech, ask for specifics, such as what makes a speech great. You should also clarify the consequences of not applying the feedback, as well as the expectations of the feedback giver.

Share your insights: <\/strong>Share your own observations, interpretations, and feelings so that you\u2019re both on the same page.

Diagnose, describe, and propose: <\/strong>As the other person gives you feedback, try to diagnose and describe problems as they come up during the conversation. Then, propose solutions<\/a> in real time. This helps you process what the feedback giver is saying instead of reacting to their words emotionally.
Finally, if you still have trouble taking in feedback, you may find additional benefits to following Wiseman\u2019s advice of gaining distance from it: In Peak Performance<\/em><\/a>, Brad Stulberg and Steve Magness add that taking short walks increases your creativity<\/a>. Thus, gaining some distance from feedback may help you view the situation from a different angle and come up with creative ways to apply the feedback.<\/td><\/tr><\/tbody><\/table><\/figure>\n","protected":false},"excerpt":{"rendered":"

Why do some professionals avoid asking for feedback? What’s the difference between seeking validation and pursuing genuine improvement? Getting better at your job requires more than just collecting compliments. Asking for feedback at work\u2014and actually using it\u2014can transform your career growth. Impact players understand this distinction and actively seek constructive criticism to enhance their performance. Keep reading to discover practical strategies for requesting, receiving, and implementing feedback that will accelerate your professional development.<\/p>\n","protected":false},"author":9,"featured_media":134709,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[29,34,30],"tags":[1652],"class_list":["post-134699","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career","category-communication","category-work","tag-impact-players","","tg-column-two"],"yoast_head":"\nAsk for Feedback at Work\u2014It's More Valuable Than Praise - Shortform Books<\/title>\n<meta name=\"description\" content=\"Asking for feedback at work\u2014and actually using it\u2014can transform your career growth. 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