How to raise your self-awareness through feedback and continue to thrive and address blind spots


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Today, let's talk about feedback.


What is the importance of feedback, and how can you leverage it to continue what you are doing well and improve on what could be your blind spots?

Sometimes, asking for feedback could feel crunchy because we may not want to hear the truth.


Although I could be hard to hear the truth...

The value of asking for feedback is that you will become more self-aware about what others perceive to be of value and what they would like to see for you to be more effective and efficient in your role.

That's the goal and the spirit behind asking for feedback.


If you are curious about taking yourself to the next level, adding the most value, contributing to your organization to the best of your ability, then asking for feedback is very courageous.


Who do you ask for feedback?


Not all feedback is created equal. So make sure that you identify your audience.


The people to ask for feedback are those who have close contact with you and a good perception of what you do daily. Make sure you target people with whom you interact regularly.


Don't ask a friend or somebody who doesn't see you in action in your role.


The right audience to ask includes your team, manager, and somebody you are related to through business operations.

How do you ask for feedback?

How you ask for feedback could either lead the witness to give you a specific type of feedback, or it could be very objective and open.


To be the most effective, I would recommend asking open-ended questions.


Example 1: What should I continue doing?"

This answer will point out what the person perceives you're doing well--you don't want to stop or break those. Continue doing them.

Example 2: How can I improve based on our interactions? What could I do better?


The people you ask may squirm a little if they struggle with providing direct feedback. However, proactively asking can help them feel more open to sharing their insights.

When you ask for feedback, if the person tells you, "Oh, everything is great. You don't need to do anything differently." Then I would not stop there. I would gently push a little harder.


Example 3: What if there were something that I could improve? What would that be?


That's your way to say it's okay; I have thick skin. Let's go for it.

If they still say, "I don't have anything," I would follow up with this.


Example 4: Why don't you think about it? Let me know the next time we meet if anything comes up.


The next time you meet with the same person, show your appreciation.


Example 5: Thank you so much for giving me some feedback before. Have you thought about anything else that I could improve going forward?

Notice how you approach asking for feedback.


The best-case scenario is that what they share is honest--which is why it's so important that you as the right people in your network.


We are not taught to master the skill of asking for or giving feedback. We learn it over time, and many still struggle with it.


As a leader, both asking for it and providing feedback are essential tools in your toolkit to help you grow and become the most valuable to your team and your organization.


Suppose you need support navigating a challenging environment, including asking for feedback. In that case, you can reach us at www.callwithginny.com to set up a complimentary strategy session and explore how our programs can support you.


Live with purpose, live with joy!

Coach Ginny 💕



 


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