Here's how you can request valuable feedback from your peers and superiors.

To seek specific feedback from peers and superiors, the below tips may be considered.. 1. Be clear and specific: For example, ask, "Can you give feedback on my presentation skills?" 2. Request examples: Say, "Can you provide an example of when my communication was effective or could be improved?" 3. Be open and receptive: Express, "I'm open to any suggestions you have; I want to improve." 4. Set a regular schedule: Suggest, "Can we have monthly feedback sessions?” 5. Follow up: Ask, "I've worked on your suggestions. Could you review my progress?" Authenticity of feedback is crucial to ensure maximum results.

When you see specific feedback it needs to be done in a very structured manner. Both the seeker and the giver have to get engaged in sessions that are planned and organized. The giver should be able to see your work on the ground to be able to give specific feedback. Therefore the feedback giver has to be actively engaged in your day to day work and has to sincerely observe you to be able to give specific feedback. Both the stakeholders have to be in sync on the agenda and be honest to it. Only then specific feedback works.

Requesting feedback with specificity enhances the quality of responses. Rather than asking for general comments, focus on particular aspects where you seek insights. For instance, after a presentation, you can ask peers to provide feedback on your communication style or the effectiveness of your slides. This targeted approach not only facilitates more actionable feedback but also demonstrates your dedication to targeted professional growth.

Choosing the right moment to ask for feedback is crucial. Opt for a time when the individual giving feedback is not preoccupied, granting them the opportunity to provide thoughtful insights. Additionally, seek feedback soon after the relevant event to ensure the details are fresh in everyone's minds. For example, if seeking feedback on a project, approaching team members shortly after its completion can lead to more relevant and detailed responses.

Approach feedback conversations with a positive and receptive attitude. Demonstrating eagerness to learn and showcasing a constructive mindset can set the tone for positive and growth-oriented feedback. By exemplifying openness to suggestions and a willingness to improve, you foster a supportive feedback environment. For instance, express gratitude for received feedback and share how you plan to use it to enhance your performance.

When receiving feedback, engage in active listening. Maintain eye contact, nod in acknowledgment, and refrain from interrupting. By showing that you value the feedback through attentive listening and asking clarifying questions, you convey respect for the giver's perspective. For instance, take notes during feedback sessions to capture key points and show your commitment to understanding and implementing feedback.

Always express gratitude for the feedback received. A simple "thank you" acknowledges the effort put in by peers and superiors to provide valuable insights. Appreciation fosters stronger relationships and encourages continued feedback. For instance, send a thank-you note to show your appreciation and reinforce the importance of feedback in your professional development journey.

Jedes Feedback ist ein Geschenk. Sie dürfen sich entscheiden es nicht anzunehmen. Sie haben Ihren Stil und Ihre Art. Nicht jedes Feedback lässt sich integrieren. Dies ist aber auch nicht ein Blanco-Check, jedes Feedback, das einem nicht gefällt, zu ignorieren.