How do you ask for feedback that’s insightful rather than generic or based on opinion?
It’s tough to request feedback, and especially if you’ve been on the receiving end of unexpected criticism or judgment.
But what if you asked for *specific* feedback on a target skill you’re developing so that you have some control over the type of feedback you need, how it’s delivered (context), and whom to seek feedback from (someone whose opinion you value in this context).
This can facilitate psychological safety so you feel empowered to embrace feedback with a growth mindset.
Requesting feedback from a trusted colleague or mentor that addresses a specific skill or development goal you’re working on can make the difference between feedback that’s opinion-based rather than one that’s insightful.
Shape your request to include the *impact* of the skills you’re developing – for example, if you’re working on becoming a more persuasive speaker, you might choose to focus on telling a story to get your message across rather than reciting numbers or data.
Practice telling your story and ask a trusted colleague if you managed to grab their attention and moved them to action:
- How did my story land in making a compelling case to support our data?
- What gaps or connections were missing?
- How can I tell the story differently to make this stronger?
What other ways of seeking feedback have worked (or not) for you?
Related Resources:
How to Ask for the Feedback You Really Need (Harvard Business Review)
