Here's how you can effectively follow up on feedback and monitor your progress.

Following up on feedback and monitoring progress effectively involves several key steps: Acknowledge Feedback: Start by acknowledging the feedback you receive, whether it's positive or constructive criticism. Let the person know that you appreciate their input and that you take it seriously. Identify Actionable Items: From the feedback, identify specific actions you can take to address any areas for improvement or build upon strengths. Set Goals: Based on the feedback and the actionable items you've identified, set specific goals for yourself. Make sure these goals are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound). Implement Changes: Put your plan into action and start making the necessary changes.

Although feedback is a huge part of the training, it is also just numbers. Most participants do not pay attention to the format and do it as due diligence. As a trainer, pay attention to the verbal and non-verbal cues of the participants during and after delivery. The kind of questions they ask can be an indicator of how engaging the topic was and if has added any value. The discussion that your audience or stakeholders initiate or carry forward is direct feedback of how well the topic landed. Also, when someone has a differing point of view, it is always to be considered as a feed forward opportunity to grow and build perspective in, even if it is not something that aligns with your thoughts immediately. That is constructive feedback.

Continuous feedback is essential for growth. After implementing changes, I ask for follow-up feedback to gauge effectiveness and embrace it as a tool for improvement. Flexibility is key. Be willing to adjust your approach if something isn’t working. Celebrating small wins along the way keeps motivation high. Regular self-assessment and mindfulness help maintain awareness of development By combining structured planning with a growth-oriented mindset, I have found that I can effectively follow up on feedback and monitor my progress, leading to sustained personal and professional growth.

1. Gather Feedback Collect feedback from diverse sources (peers, supervisors, clients) using formal and informal methods. 2. Reflect Deeply Analyze and prioritize the feedback to identify key areas for improvement. 3. Action Planning Set SMART goals and develop strategies to address feedback. Identify necessary resources. 4. Implement Changes Execute your action plan consistently to develop new habits and improve performance. 5. Monitor Progress Track progress using KPIs and tools. Schedule regular check-ins to review advancements. 6. Seek Feedback Regularly seek feedback to create a continuous improvement loop and be open to further adjustments.

Effectively following up on feedback and monitoring progress is akin to embarking on a journey, requiring a clear roadmap and active engagement. Understanding feedback involves attentive listening and inquiry. Communication parallels checking in with peers, sharing updates, and celebrating achievements. Self-monitoring ensures staying on course, adjusting as necessary. Seeking input from others adds depth to the journey. Continuous improvement drives progress, utilizing tools like journals and check-ins for organization. Ultimately, success is gauged not only by reaching the destination but also by the lessons learned and progress achieved.

Approach feedback with an open mind, recognizing that we're all constantly learning and growing. Embrace it as a vital tool for continuous improvement and career success. Remember that it's perfectly acceptable to have questions and to express your point of view. Asking questions not only helps clarify feedback but can also lead to mutual learning experiences, benefiting both parties involved.

The one thing which i have learnt is to reflect on the feedback received - Not taking everything personally and acting on it in a more sophisticated manner. Earlier i used to be defensive about the feedback, it used to bother me and that resulted in me loosing my confidence. But with time and proper guidance from my peers and manager - I now reflect and act on the feedback. The goal is anyways personal growth, which often comes from recognizing and addressing hard truths about ourselves

Learning and improvement is a continuous process. Inorder to improve it is essential to understand from within and outside. Feedback and reflection will aid in this process. To improve from what we were , willingness is essential along with open mindedness.

El feedback es como los espejos del automóvil que nos muestra los puntos ciegos para poder avanzar sin riesgo. También recomiendo tener en cuenta quién está haciendo esos comentarios y con qué intención. Por otro lado, tener presente que suelen estar teñidos de subjetividad. Y siempre ver qué podemos capitalizar de los mismos.

We are all in this game called life and the reality is... There is not a sure shot way to win at it. But... There is a way to get ahead in it. In my 24 years of my career, I learned that if you dwell on just negatives or take everything as negative you'll stay in the negative. Also most of the time especially in feedback. It's NOT a negative at all. It's your perception. Change your perception to "how can I make this a positive" and you'll get into the positive. Take a step back and change your paradigm for the better.

With a clear grasp of the feedback and its leading patterns, we're ready to start planning our actions. This process involves pinpointing specific steps to improve the identified areas. It's crucial to establish clear, measurable goals and outline a detailed plan to achieve them. This may include allocating resources, assigning tasks, and setting deadlines. It's also important to keep track of progress and adjust the plan as necessary. Regular updates and quick adjustments help ensure that our actions are effectively addressing the issues and achieving the desired results.

The concept of crafting an action plan resonates deeply with me. It's not just about receiving feedback; it's about transforming it into tangible progress. By setting SMART goals, we turn abstract aspirations into concrete steps forward. Whether it's honing presentation skills or mastering a new technique, the roadmap to improvement is laid out before us. It's not just about aiming for improvement; it's about actively pursuing it with a clear direction and measurable milestones.

An action plan is essential when you want to visualize and determine your path forward. Dreaming or thinking of something is easy, but framing it as measurable, achievable, time-bound, and specifying it within its relevant context is not always easy. If there needs to be a progress, action plan could help to enlighten and move further easily.

Feedback is effective only when you put in action. For instances, in Johari window implementation feedback plays a major role in reducing your blind spot. But be careful in getting feedback from right source !!

Action Plan is a structured approach that enhances accountability, promotes continuous improvement, and ensures transparent communication. By systematically incorporating feedback and monitoring outcomes, action planning helps maintain focus and drive meaningful improvements, leading to more effective contributions to organizational success.

This has helped me a lot - implementing changes. I have received multiple feedback on a lot of things - skills, business etiquette, time management - I have made sure to act on it, demonstrated a rigor to change and people actually saw that change in me. I have emerged successful(if i might say) step by step by acting on the actionable. It took me 3 years to get there - hopefully more changes are in order.

Change can foster the successful adoption and use of new processes within a business, which can increase its efficiency. It helps you remain relevant, enhances skills which helps you to be competitive and more independent

Embarking on change means embracing the journey of evolution. It's not just about making alterations; it's about weaving them into the fabric of your daily life. Embrace the thrill of learning new skills, but also appreciate the necessity of consistent practice. Every challenge becomes an opportunity to flex your newfound muscles. Remember, progress isn't a sprint; it's a marathon. So, lace up your shoes, steady your pace, and revel in the transformational odyssey ahead.

Fazer. Fazer e entregar é essencial. Muito planeamento, muitas ideias, nada serve se no fundo não trouxer valor e não for implementado com sucesso. Temos de acrescentar valor, trazer melhorias, e ajudar a empresa a melhorar.

Show people you’re taking the feedback seriously by implementing changes. When people see that you’re acting on the feedback it makes it easier to share in the future. People want to know that they aren’t wasting breath and that it will mean something. Do you part in taking action and show people you’re serious.

Keep a tab on your progress as you implement the action plans. Check for progress no matter how little they may seem and remain consistent.

Acompanhar o progresso é fundamental. O processo de desenvolvimento sempre importa muito. Dividir o objetivo final em etapas. Ter metas intermediárias, se motivar a cada conquistas e refletir sobre os aprendizados. Ajuda a ter fôlego para continuar. No caminho podem surgir imprevistos e oportunidades. As correções de rumo existem para isso. Eu fiz pós em engenharia de segurança. Minha meta era auditar empresas. Descobri, com as matérias de ergonomia e de psicologia, a fascinante área de pessoas e do comportamento. Por isso hoje estou concluindo uma Pós em Saúde Mental e Desenvolvimento Humano. É como diz o poeta espanhol Antonio Machado: "Caminhante, não há caminho, o caminho se faz ao caminhar".

Project monitoring is just like daily routine excercise that's keep fit our body. It shows our seriousness towards targets . It is a reportcard that shows our realtime parameters. We will be able to catch our action, which are not contributing in output.

Continuously track and evaluate the effectiveness of the changes you have implemented. Use performance metrics and KPIs to measure progress against your goals. Schedule regular check-ins and review meetings to assess advancements, address any emerging issues, and recalibrate your action plan if necessary. Solicit ongoing feedback to ensure that adjustments are having the desired impact. Celebrate successes and milestones to maintain motivation and acknowledge efforts towards continuous improvement.

👉 Embracing a culture of continuous feedback is crucial for professional growth. By actively seeking out new perspectives on your performance, you create an invaluable feedback loop that fosters relentless improvement and innovation. Whether it's through follow-up discussions or fresh insights from new contributors, each piece of feedback is a stepping stone towards achieving your developmental milestones. Remember, the journey of self-improvement is perpetual, and each constructive critique is a gift that propels you closer to your aspirations.

I’ve used Marshal Goldsmith's stakeholder-centered coaching with leaders at a previous job, which works great. First, you identify key stakeholders—team members, peers, and supervisors—who are affected by your leadership and can observe your behaviors. Then, you ask for their honest feedback and commit to improving. Follow up with them every month or two, asking questions like, "How am I doing?" and "What should I keep doing or change?" This cycle of feedback and practice helps build good habits and keeps leadership development ongoing. I highly recommend this approach for improving leadership!

-Maintain a Feedback Loop to treat feedback as an ongoing process rather than a one-time event. Regularly seek feedback and strive for continuous improvement. -Develop strong relationships with your feedback providers. This encourages open and honest communication, making it easier to get valuable feedback in the future.

For me it's important to seek the feedback. Often we just assume we do things the right way and often we are, however, for true growth and development feedback is a necessity. Reach out to your immediate team and your stakeholders and/or customers, and request honest feedback. Let them know what your intentions are, and how you plan to use the feedback once received. And don't take it personal and stop seeking feedback - make sure you seek it regularly to improve and develop on a constant basis.

Feedback is critical in one’s growth and development.It gives you the opportunity to improve on weaknesses and find strategic solution to improve, grow and excel personally and professionally.

No início da minha carreira eu pedi um feedback para a minha gestora e fiquei surpresa com a quantidade de pontos que eu tinha para melhorar. Refleti durante dias e por mais que tenha sido doloroso, eu as aceitei e me corrigi ao longo do tempo. Alguns meses depois, eu perguntei se ela percebia que eu havia mudado e tive uma resposta positiva. Essa experiência foi fundamental na minha carreira. Tenho certeza que se eu não tivesse recebido esse "choque de realidade" eu não teria crescido na minha profissão. Isso também mudou a minha forma de receber feedback. Eu entendo que ter humildade para ouvir e ajustar comportamentos e tarefas me ajuda a ser uma profissional melhor. Afinal, a gente não se percebe da mesma forma que as outras pessoas.

Foster a continuous learning culture and seek mentoring from Leaders. Implement a feedback loop and study the study to prepare an action plan. Implement a change plan covering the actionable and monitor the same with small milestones to measure the overall impact. Don't forget to celebrate the successes even if they are small in measurement. Give your feedback system a digitization support so that some part of work can be automated and independent of manual involvement and people will get used to the process with such changes.

Create an Action Plan: • Set Goals: Define what you want to achieve based on the feedback. • Develop Steps: Outline specific steps to address each piece of feedback. • Resources: Identify any resources or support needed to implement changes.

Wichtig ist zu unterscheiden, Feedback und Kritik. Kritik ist meistens ungefragt und hat den Impuls zu korrigieren, weil ein gewünschte Erwartung nicht erfüllt wurde. Feedback ist das Sichtbar machen von Erwartungen, Regeln und Zielen, im Zuge dessen ob man diese entsprechend der Rolle erfüllt hat oder auch nicht. Dieses Bewusstsein kam mir erst viele Jahre. Ein kleiner aber feiner Unterschied. Feedback bedeutet Wachstum, Kritik bedeutet oft Entwertung und ist nicht Zielführend.