How often should you ask for feedback on your professional development?

If you find yourself facing obstacles in reaching your goals, seek the guidance of an expert. When you lack ambition for the future, don't hesitate to ask for help. When you encounter problems that seem unsolvable, seek guidance and assistance.

Have a clear idea of where you want to lead. Create and ideate milestones as per the goal. Clear hesitance to ask as well. Clarity in goals helps in asking exact feedback you will require to improve.

in short words : having a clear career development from the get-go with measurable KPIs and milestones and that allows you to ask for a feedback at the end of each milestone be ready and have all your numbers prepared, the good ones to back you up and the bad ones to have an open discussion about their reason and impact set yourself a target, then break it down into small steps, then realize each step and here you go!

The frequency of seeking feedback on your professional development can vary based on individual preferences and the nature of your goals. As a general guideline, consider requesting feedback on your professional development at least quarterly. This allows for regular check-ins and adjustments to your strategies. However, if you're working on specific projects or have short-term goals, more frequent feedback, such as monthly or bi-monthly, may be beneficial. Ultimately, align the feedback schedule with the pace of your goals and the ongoing projects you're involved in.

Setting clear, measurable goals is important for seeking meaningful feedback. Knowing precisely what you want to improve will help you ask the right questions and get feedback targeted to your objectives. Clarifying goals upfront lays the foundation for productive feedback discussions.

in my humble experience: the best feedback you can get is from your numbers, are you achieving your goals? are you reaching your KPIs? the rest comes naturally, when your peers ask you how you do it, and when your manager starts to ask you to teach the new B's then you get your first feedback :) shine in a way that no one can hide your light and watch how the exact feedback you want comes to you instead of asking for it ;)

A great way to sharpen this is to identify which of these are more important - quality Vs quantity of feedback. Both have a role in your development For the former (quality) asking from people.who you trust and those who know you at work, tends to be very fruitful and relevant in ones developmental journey. So choose your source well, not all are equal.

As a market researcher, your source of data is key to determine the kind of findings you will have. If your goal is to improve your services, then identify the right consumers of your services and seek their feedback.

The frequency of seeking feedback on your professional development and choosing your sources depends on various factors. Consider having formal feedback discussions with your supervisor or manager on a quarterly or semi-annual basis. Additionally, seek informal feedback from colleagues or mentors on a more regular basis, perhaps monthly. Choose sources strategically, ensuring a well-rounded perspective. Include supervisors, peers, and mentors to provide diverse insights. Tailor your approach based on your specific goals and projects, adjusting the frequency and sources as needed to support your professional growth effectively.

It's wise to gather feedback from multiple stakeholders with relevant insights. However, having too many diverse sources could make consolidation difficult. A balanced set of two or three trusted experts, like your manager and a mentor, may offer the most insightful and actionable perspectives.

The timing for seeking feedback on your professional development is crucial. Aim to request feedback during natural milestones, such as the completion of a significant project, the end of a quarter, or after achieving a milestone in your goals. This allows for a comprehensive assessment of your performance. Regularly scheduled one-on-one meetings with your supervisor or manager can provide an opportune time to discuss your professional development. Additionally, consider seeking feedback when you have dedicated time for reflection and goal setting, ensuring that the feedback aligns with your ongoing efforts to improve and grow.

Requesting feedback at natural milestones, such as project completions or quarterly reviews, takes advantage of opportune moments for reflection. Scheduling dedicated time with your manager ensures full attention andFollow-up is possible if needed.

This is a MUST!! If you want to improve you need feedback. And not just from one person, and not just on one thing..Seek, even BEG for feedback on/any and all things you do!

It's advisable to seek feedback on your professional development at regular intervals, such as quarterly or semi-annually. Before approaching feedback discussions, take time to prepare by reflecting on your accomplishments, challenges, and goals. This preparation ensures a more meaningful and constructive conversation. After receiving feedback, follow up by implementing actionable steps to address any areas for improvement. Regularly revisit your goals and discuss progress with your supervisor or mentor. This iterative process of seeking, processing, and acting on feedback contributes to continuous improvement in your professional development.

Advance preparation focusing reflection on achievements and areas for growth leads to more meaningful dialogue. Following up on agreed actions demonstrates accountability and allows assessment of development over time.

Often the reaction to a feedback is driven by how the feedback is given Vs what the feedback is about. A good tip to hack the natural defensive response (when hearing feedback) is - 1. Assume the feedback being given is coming from a place of trust and help 2. Ask for clarification if unclear 3. Express gratitude and suggest that you would like to come back if you want additional support / clarification ( keep the lines open). 4. Resist anything else and leave it for another time. Quite often once you have really heard / absorbed the feedback you won't have a reaction left to be given the subsequent day. Of course the above applies under the circumstance that you asked for feedback to people you trust and believe can help you.

every person has a different style of giving feedback, but if the relationship is healthy then any feedback is good feedback, be it a positive one, or constructive criticism, learn from your mistakes, and from experts advice. unless you always face a negative one, then it is time to either change your profession, or the company you work for :)

Maintain an open and receptive attitude when seeking feedback on your professional development. While establishing a regular cadence, be adaptable to the needs of your role and the pace of your projects. Encourage ongoing feedback in a timely manner, especially after significant tasks or projects. Create an environment where colleagues feel comfortable providing feedback, and demonstrate your willingness to receive both positive and constructive insights. This openness fosters a culture of continuous improvement, enhancing your professional development over time.

In my experience as a former professional athlete, seeking and embracing feedback was an integral part of daily growth. It wasn't just a routine; it was embedded in the fabric of improvement within the locker room. Similarly, in professional development, being receptive to constructive feedback is paramount. It's an opportunity to learn, adapt, and elevate performance. Embracing feedback opens doors to refining skills, gaining new perspectives, and ultimately evolving in one's career. Just as it was on the field or in the game, in the professional realm, this continuous learning cycle through feedback fosters improvement, ensuring a more resilient and adaptable approach to challenges.

Seeking continual enhancement, one must embrace all feedback, positive and constructive, with humility and curiosity. A growth mindset welcoming advice as a gift fosters learning from experiences.

Continued learning and betterment necessitate feedback routinely, perhaps quarterly supplemented by informal monthly check-ins. However, balance inquiry with respecting reviewers' availability to satisfy needs but not overburden sources. Relationship quality matters most.

💡Prior establishing your timeline you need to define your resources for feedback/coaching/guidance. 👉Of course you need to work with your direct supervisor. 👉Then define your preferred mentor/coach. 👉Any any other professional internal/external to your group/department/company. 😁Finally review you list with your supervisor for joint consensus.

Managing a team isn't easy task for everyone, manager must understand the process and which stage his team based on Tuckman's development process( forming, storming , norming, preforming adjourning) each stage requires a specific techniques and skills. Most importantly is the clear and defined roles to be played by the team members to feed into the organization's overall objectives. Also to avoid conflicts. Also one more thing to add here, successful managers differentiate between the individual desired role and preferred role. As the first is the tasks and the secondary one is side talents. Finally Manager must run a yearly or quarterly review to measure actual results against the desired ones.