{"id":61564,"date":"2022-02-18T22:45:00","date_gmt":"2022-02-19T02:45:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=61564"},"modified":"2022-04-24T12:25:38","modified_gmt":"2022-04-24T16:25:38","slug":"asking-for-feedback","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/asking-for-feedback\/","title":{"rendered":"Asking for Feedback: Do It in Spite of Discomfort"},"content":{"rendered":"\n

How do you approach feedback? Do you tend to get defensive when someone pinpoints the flaws in your performance? Why is it important to seek feedback<\/a>? <\/p>\n\n\n\n

Asking for feedback from others increases your accountability, although praise and criticism from others is not the primary way you should determine if you\u2019re doing your job well or not. In his book First Things First<\/em>, Stephen Covey recommends the \u201ccontinue\/stop\/start\u201d method for requesting feedback about your performance.<\/p>\n\n\n\n

Learn about the importance of seeking feedback and how to go about it.<\/p>\n\n\n\n\n\n\n\n

How to Seek Feedback<\/strong><\/h2>\n\n\n\n

Asking for feedback is one of the most powerful things you can do to build both your character and competency. It\u2019s also one of the hardest. It requires humility. This humility allows you to see your blind spots, let the perspectives of others change your own, and understand how others view you.<\/p>\n\n\n\n

Feedback should always focus on a person\u2019s performance rather than her character. <\/strong>Furthermore, feedback should be \u201c360 degree feedback,\u201d coming from every stakeholder, including employees, investors, customers, suppliers<\/a>, and the community.<\/p>\n\n\n\n

Once you get feedback, review it carefully. Then, return to the person who gave it to you and thank them. Ask them to help you create an action plan<\/a> to address any pieces of constructive feedback.<\/p>\n\n\n\n

One good way to ask for feedback<\/a> is the \u201ccontinue\/stop\/start\u201d method:<\/p>\n\n\n\n