Estás buscando mejorar tu rendimiento. ¿Cómo puedes usar la retroalimentación para llegar allí?

One thing people overlook is the power of positive reinforcement. If you want to continue to see a behaviour you appreciate, call it out. People tend to focus more on constructive feedback, but neglect to acknowledge the great work someone does regularly. One tip is to write down the names of your team on a post it, stick it somewhere you’ll see it and make a point to give everyone positive feedbackA study showed a ratio 5 : 1 is optimal (5 reinforcing vs. 1 development feedback). Also when you’re giving feedback (either positive or developmental) make sure it’s really specific, timely, focuses on the behaviour and impact of it. “Great job” is not great feedback! Share what was great about the job and what was the impact of it?

“Yesterday I was clever, so I wanted to change the world. Today I am wise, so I am changing myself. - Rumi" I strongly believe in getting feedback for growing yourself up and above. Also, we should keep it very clear in our minds whom we should approach for feedback. Going forward, the feedback received should be taken postively since many a time it can be what you don't think of yourself. So, instead of getting demotivated, we should work on making ourselves better.

Siempre es bueno tener el reto de ser mejor profesional y mejor persona. Creo que ambas facetas van unidas y hay que dedicarlas, tiempo y formacion. A nivel profesional, depende de uno el mejorar y no quedarse estancado. Como periodista procuro hacer trabajos periodísticos interesantes con fuentes y documentado. Que puedan aportar algo al tema en cuestión. Pero no es lo habitual en estos momentos. Se va a lo fácil y a implementar la llamada ley del mínimo esfuerzo. Ser buen profesional supone hacer un ejercicio de autocritica de lo que uno hace de forma periodica. y luego contar con l opinion de gente autorizada en la materia q puedan orientarnos. No vale cualquiera. Pero mejoras con mesura, sin obsesionarse con la perfección, desde luego

Il est véritablement important de tenir compte de la source du commentaire. Dans la construction d'une carrière, définir des objectifs spécifiques permettent de reconnaître des commentaires constructifs ou non

Feedback is essential for anyone who wants to grow- whether it's a product, a service, or even deepening relationships. It however needs one to be brave, and vulnerable to ask others to give them feedback. To get constructive feedback, one therefore needs to be very clear about what the end goal is. It's not feedback for feedback's sake, but information that will help in improving in whichever area is under target.

The first step is to see feedback as a key element in your strategy to improving your performance. A second step is to identify a group of trusted individuals to call upon when you seek feedback. This can include managers, colleagues, family members, friends, etc. They can be like your "board of trustees". The third steps is to allow your "board" to hold you accountable for the actions that you need to take to improve your performance.

There is always someone more talented, better educated or more experienced than you. Look for someone out of your league that you aspire to be like. If you think you're better than they are, you're doing it wrong. Either your chose the wrong aspirational target or you're lying to yourself. Figure out the delta between you and them, then start asking folks how you can level up with that target in mind. Be it the young new kid in "the mailroom" or the most senior person you regularly communicate with. Sometime new folks don't know how to be a leader but know what a good leader does and doesn't do. Listen and then strategically begin operationalizing advice - seeing what feels right and what folks positively respond to.

Remember, feedback is a valuable tool for growth. Embrace it, learn from it, and use it to enhance your performance and achieve your goals. Approach feedback with an open mind and a willingness to learn. Avoid becoming defensive or taking feedback personally. Instead, view it as an opportunity for growth. Take time to analyze the feedback received. Identify patterns or recurring themes that can provide insights into areas for improvement. Use feedback to set specific goals for improvement. Break down larger goals into smaller, actionable steps. This will help you focus on targeted areas and track your progress. Implement changes or adjustments to your approach, skills, or behaviors.

Feedback is crucial for improving performance. Firstly, seek feedback from peers, managers, and clients to gain diverse perspectives on strengths and areas for growth. Actively listen to feedback without defensiveness, acknowledging both praise and constructive criticism. Set specific, measurable goals based on feedback and develop an action plan to address identified areas. Regularly review progress and adjust strategies accordingly. Embrace feedback as a valuable tool for continuous improvement, fostering a growth mindset and driving personal and professional development.

In my opinion, I believe that actively soliciting feedback from supervisors, peers, and clients is instrumental in gaining insights into one's strengths and areas that require development. For instance, during a recent project wrap-up, I proactively sought feedback from my team members to pinpoint opportunities for refining my communication and delegation competencies. I agree but, it is equally vital to act upon this feedback and follow up on it to foster ongoing personal growth and advancement.

Regular feedback is crucial in strategic communication. It acts like a GPS, constantly adjusting your message for: Relevance: Align your message with audience needs & preferences. Clarity: Ensure understanding & avoid misinterpretations. Effectiveness: Track impact & refine strategies for better results. Think of it as a continuous cycle: communicate, gather feedback, adapt, repeat. This loop fuels impactful messaging & strengthens connection with your audience. Always remember very important and Critical : Refusal to collaborate in feedback hinders progress; true interest demands open communication. No feedback, no growth: genuine commitment requires embracing continuous improvement.

(1) Never forget to actively thank for feedback, because that encourages more feedback and means better performance for you. (2) Vary the people you get feedback from. The easiest for you is to receive feedback from those who like you anyway. If you receive feedback from a different angle though, it might be more valuable - even if it is more difficult to process.

Feedback is the most critical part of any communications exercise. You can test your messaging in advance via opinion research. You can also do it with digital tools in real time and react to the data you are gathering. This is really relevant in communications that has a call to action! Buy this! Sign up! Subscribe! You want to know what messaging is resonating with those audiences so you can be efficient with your ad spend. If your communications is not transactional you will want to ensure that your audience builds a deep connection to your messaging and can become an ally or champion. You can build those relationships by incorporating their feedback into your messaging. Holding up a mirror is a very effective approach to gain support.

Asking for feedback instead of waiting for it to come to you, shows that one is committed to growth and improvement. It also helps to identify key strengths and weaknesses because people will see your willingness and therefore actively give the feedbacks. It also means that the next time they notice something that one needs to improve on or change, they will find it easier to share it.

Proactive feedback-seeking is crucial for performance improvement. For instance, a sales representative could ask their manager for feedback on a recent client interaction, seeking insights on their communication style and sales pitch effectiveness. Similarly, a content writer may proactively request feedback from peers or mentors on their latest articles to enhance their writing style and content engagement strategies.

Getting feedback can be daunting. So ask for it. By being proactive, you take charge of when it arrives, offering a sense of control over an otherwise unpredictable process. This control can provide peace of mind, making it easier for you to receive and digest feedback when it arrives.

Be very, very clear why you need the feedback, and that you are not looking for only the good points. You are interested in areas that you would like to improve on and grow in. Choose the people to ask intentionally, so that you get the best value for your time and good insights. As the word proactively alludes to, do not wait for people to give you feedback- go to them respectively, explain your needs, find out when they have the bandwidth to have such conversations, and then follow up with clarifying questions to ensure you capture exactly what you need to do.

Feedback from your coworkers and supervisor is much like feedback from your customers. If you are not hearing complaints, it is caused for concern – not self congratulation. Look through the channels by which people can give input. Is it an annual system? Can people provide feedback anonymously? Is there a way for you to follow up or address concerns? Make it easy to hear, listen, and adjust.

El feedback tiene un complemento fundamental y es la sinceridad, generar una cultura de honestidad y verdad en las conversaciones comienza contigo; el relacionamiento, el respeto y los mensajes que entregas a tu gerente, compañeros y clientes genera en gran medida la confianza para que ellos puedan responderte una solicitud de feedback de manera sincera. Adicional, recomiendo buscar una herramienta tipo encuesta, correo o en algunos casos una reunión corta y cercana donde la persona con la que compartes se sienta cómoda al entrar en detalles sobre aquellos procesos que pides evaluar. Luego de esto agradece el tiempo dedicado y elige cuáles conceptos debes aplicar para tu mejora, se selectivo e inteligente en esa elección.

People fundamentally hear what they want to hear, so it's essential to have an open mind when receiving feedback. It's human nature to zone in on negative feedback first because it highlights a weakness, often causing the recipient to become defensive. There are two sides to every argument, but making the effort to understand where criticism is coming from (and its intended outcome) can be invaluable.

I have a technique I teach and of course use for myself. It is called Intuitive listening! sounds a bit zen, in fact it is. When we actively listen we often are thinking about questions we can ask or processing what people are saying, sometimes even taking notes. I find if you just create the right space and time, then clear your mind of any distractions and BE PRESENT. It is surprising how much you pick, not just from what people are saying, but the vibe or energy they are giving off. It is so helpful in order to not just understand, but they feel you are fully present!

Al recibir retroalimentación, tanto positiva como negativa, es crucial escuchar con atención y apertura. Intentar comprender el mensaje principal, la intención y la evidencia detrás de los comentarios, y hacer preguntas clarificadoras si es necesario. Parafrasear o resumir los comentarios para confirmar tu entendimiento y demostrar interés es importante. Evitar interrumpir, discutir o justificarse, y abstenerse de respuestas emocionales o personales. Hay que enfocar los hechos, los comportamientos y los resultados para obtener el máximo beneficio de la retroalimentación recibida.

Escucha los comentarios desprendiéndote de tu ego, es normal que al escuchar críticas nuestro ego quiera reaccionar y defenderte, sin embargo debes estar con la entera disposición de atención, escucha y muestra de respeto y gratitud por el mensaje que estás recibiendo. Presta atención y trata de identificar cuáles son los conceptos útiles que te ayudarán a mejorar

Being the closest possible to your customer. He is the one who receives your value proposal, we have to make sure we offer our customers ways to communicate with us.

Creo que son pocas personas que tienen el don de escuchar y asumir la responsabilidad antes críticas. Normalmente uno tiende a justificarse o dar respuestas emocionales cuando uno se siente atacado. En mi experiencia, tener la capacidad de escuchar, rescatar lo bueno y ver las cosas desde un punto de vista positivo, de mejora, a generado que pueda mejorar o sobrellevar mejor las criticas o los comentarios negativos. Cuando uno es responsable de tomar decisiones decisivas del negocio, siempre está expuesto a fracasar y a recibir las criticas sobre sus decisiones y resultados. Debido a esto trato de tomar decisiones informado y consultar a pares recomendaciones sobre como tomar dicha decisión.

I always listen to my Peers and initiate Continuous Improvement in an effort to be a good example to others in the Commitment of Performance. I also read about Successful and Inspiring Leaders in Industry and Community.

Listen to understand what your interlocutor wants to express, not to respond. Their words might not be yours so it's essential to be fully present to catch what they say OR what they mean to express. To avoid emotional reaction, take the time to breathe before answering. You are asking for feedback to grow, so some comments might not be easy to hear but it's a great opportunity to understand how people see you.

En tant que président d'association, je suis amené à prendre régulièrement des décisions. Très souvent mes collaborateurs me font certains commentaires sur des décisions que j'ai prises. Il me font me rendre compte de l'objectivité ou pas de mes décisions et me permettent de m'améliorer au quotidien

One of the biggest challenges of leveraging the value of feedback is listening - really listening - to it. Too often, as we're listening to feedback, whether positive or constructive, we're thinking in our own mind about what we agree/disagree with. Listening proactively means being open to the input you're receiving, probing for more detail and avoiding the tendency to immediately respond to, or worse, dispute the feedback you're hearing!

After you listen to feedback, you need to evaluate it critically and objectively. Not all feedback is relevant, accurate, or helpful, so you need to filter out the noise and focus on the signal. You can use criteria such as validity, reliability, consistency, and specificity to assess the quality and usefulness of the feedback. You can also compare and contrast feedback from different sources and look for patterns or discrepancies. Don't dismiss feedback that you don't like or agree with, but don't accept it blindly either.

Accept feedbacks with an open heart. Positivity is everything in accepting feedbacks. Accepting change is the element in converting feedback into productive results.

Aprender a recibir un feedback es un proceso tan importante como lo es aprender a entregar el feedback. Debes tener claro ciertos puntos específicos para saber filtrar los comentarios relevantes: que sean útiles y te ayuden a mejorar, que sean respetuosos y sinceros, pero al decir sincero no me refiero a que cualquier “franqueza” sin un sentido positivo sea útil para tú evaluación, así que identifica el grado de honestidad y ten mente abierta para no enfadarte y saber elegir cómo aceptas dicho feedback y piensa en qué puedes empezar a hacer de una manera diferente.

Feedback is a two-way street. When the feedback given is positively and constructively worded, it meant that the person giving feedback understands that the way forward is to help us discover a better way of doing things. If the feedback is negatively worded then it's likely that the person receiving it will have resentment and assuming the person giving feedback has higher authority, then the person would just accept reluctantly. The person may tolerate this and keep this resentment until the person leaves. This is a lose-lose situation for the organisation. This is why when we give feedback, we must remember that it is a two way street. How we make the person feel is how the person would want to respond to us. Cheers.

Upon receiving feedback, it's crucial to engage in a critical and objective evaluation. Not all feedback carries equal weight in terms of relevance, accuracy, or helpfulness, necessitating the filtering out of noise to concentrate on the signal. Employing criteria like validity, reliability, consistency, and specificity aids in assessing the quality and utility of the feedback. Comparing insights from various sources allows for the identification of patterns or discrepancies. While it's important not to outright dismiss feedback that might be disagreeable, blindly accepting it is equally discouraged. This discerning evaluation process ensures that valuable insights are gleaned for constructive growth and improvement.

Evaluating feedback critically is essential for growth. For instance, a writer receiving feedback on their grammar should consider its validity before making changes. If the feedback comes from a credible source, like an experienced editor, it should be taken seriously. On the other hand, if the feedback seems subjective, like personal preferences, the writer should assess its relevance to their target audience.

We can ask others to give their opinions in writing or face to face. They may also be wrong, realistically, many times they are right and cause us to grow, the important thing is that we also want to grow and resist their opinion.

Tanto para el que da feedback como para el que lo recibe es esencial diferenciar claramente entre la persona y la acción o el desempeño que se está juzgando. Habitualmente las personas que reciben feedback tienden a pensar que se está juzgando cómo son, en vez de por lo que han hecho. Con el fin de evitar esa confusión es muy importante dejarlo claro al principio del proceso. En el feedback las formas son relevantes.

Tous ce qu'on voit dit ne doit pas être pris comme une parole d'évangile. C'est important de faire une analyse objective, tenant compte des objectifs d'amélioration de sorte a ne pas tout rejeter ni tout accepter

The first step is to choose your circle wisely: If you’re surrounded by people who you see as role models and inspiration, this makes it easier to accept critical feedback and learn.

Having implemented changes based on initial feedback, it's important to continue soliciting feedback from others. This helps to ensure that improvements are effective, and to remain open to suggestions for further progress. By actively integrating feedback into your practices and remaining open to comments, it's possible to maintain continuous performance improvement.

After receiving the feedback, we can get help from the trainer or coach to evaluate the feedback and remove behavioral barriers and acquire more skills, because they have very valuable experiences and are very helpful.

La mejor parte del feedback es accionar el plan de mejora, tener claro que todos los días podemos aprender nuevas maneras para hacer las cosas a los que estamos acostumbrados y tener la disposición de cambio. Es posible re aprender nuevos métodos en el trabajo y sobre todo en nuestra actitud y manera de ver la vida, a veces resulta difícil enfrentarnos a nuestras costumbres y creencias pero resulta útil repensarnos a nosotros mismos.

After a thorough evaluation of feedback, it is imperative to strategically and effectively apply it. Constructing a personal development plan, incorporating SMART goals, defining actions, and establishing measurable progress markers is a practical approach. Feedback serves as a valuable tool for adapting behavior, enhancing skills, or altering approaches as per the specific context and desired outcomes. Seeking support, guidance, or coaching from individuals who can assist in the implementation of feedback further strengthens the process, facilitating the achievement of set goals and fostering continuous improvement.

Strategically applying feedback can significantly enhance performance. A writer, for instance, should analyze feedback on their blog posts to refine their writing style and cater to their audience better. Additionally, a content marketer can use feedback on their content strategy to prioritize topics that resonate more with their target audience, thus boosting engagement and conversion rates.

Once you evaluate feedback, you need to apply it strategically and effectively. You can use feedback to create a personal development plan, where you set SMART goals, identify actions, and measure progress. You can also use feedback to adjust your behavior, improve your skills, or change your approach, depending on the situation and the desired outcome. You can also seek support, guidance, or coaching from others who can help you implement the feedback and achieve your goals.

Explore the ‘Mosaic Strategy’ for communication. Unlike a linear narrative, it presents information as interlocking tiles - each a story, a fact, or a statistic that stands alone, but together, they form a comprehensive picture. This approach caters to the fragmented attention spans prevalent today, allowing audiences to piece together the narrative at their own pace, leading to deeper engagement and understanding. This response introduces a less conventional but effective framework, suggesting a nuanced approach to strategic communication that can pique the interest of professionals looking to enhance their skill set.

La retroaction faite vous permet d'élaborer un plan d'amélioration claire facile a mettre en oeuvre pour améliorer votre comportement mais aussi demander de l'aide a des personnes pouvant vous accompagner

I've learned that first of all in feedback it is a must to highlight the better skills and good performance team members are good at. Show real interest in good performance and note the result for that work. Then, and just after that, show the mistakes and lack of attributes that team members need to improve. Guide them so that they will feek your interest for their wellfare and the benefits for that change. I assure that this is the most effective way yo help people to become better.

Oui ! Les commentaires aident à s'améliorer. Et dans ce processus d'amélioration, il est important de demander de l'aider à ceux qu'on pense en savoir plus que nous

Check back in and show examples of your progress. This demonstrates that you appreciate the feedback, and are actively trying to improve.

It's also good marketing and brand practice to survey audiences and customers a few times per year. This keeps the strategic brand communication clear on what is important, and tweaks can be made to new feedback throughout the year.

Regularly assess your progress. Are you making the desired changes? Are you seeing positive results? Adjust your strategies as needed based on ongoing feedback and self-reflection.

Feedback is a continuous process. Ask for feedback on a regular basis allows you to review your progress on specific growth areas or add a new skill to focus on.

Regularly following up on feedback ensures continuous improvement. For instance, a writer can periodically review comments on their blog posts to identify recurring themes and adjust their content strategy accordingly. Similarly, a content marketer can track metrics like engagement and conversion rates to assess the effectiveness of implemented feedback and make necessary adjustments.

Esto es muy común. Hay una relación entre quien da y quien recibe feedback y esa relación está basada en la continuidad. Sin embargo, muchas veces los procesos de feedback son aislados unos de otros y no como parte de un proceso de crecimiento.

So much of getting value from feedback is your mindset. If you're at all defensive, you lose. Instead, look at feedback as a gift that will help increase your performance and enhance your career. Everyone like's a gift, right? View it that way, and you'll be able to reap the benefits.

Often people in my profession find themselves the only one on the team with our specific training, expertise, and/or experience. While feedback from folks inside the organization is valuable to assess your performance relative to the company, external counsel from colleagues and those you admire is invaluable to grow professionally. Always have a mentor, advisor, patron from your profession and not just your company.

To enhance my performance, I analyze user feedback to understand areas for improvement. This iterative process allows me to continuously learn and refine my responses based on user input.

If you're seeking feedback to better yourself because you're looking for a promotion, make sure you speak to that and let your peers, mentors or supervisors know what exactly you want to accomplish. This can help paint the full picture of what you're working towards so others can think of you when opportunities arise, or when evaluating your performance in the future. In my experience, when my supervisor is aware of my end goal, I feel the feedback or advice given by them is more tailored to helping me achieve my goals, rather than general feedback that will improve my performance in a non-specific way.

Asking for feedback, when the ask is clearly connected to growth and constant improvement, is a valuable way to gain insights into how others perceive you. Perception is important. A person giving you feedback is often suggesting you “fix” something because of how it made them feel. But they’re not likely to connect their feedback with their feelings. So it’s useful to try to understand how your actions impact team members, supervisors, or customers. For example, let’s say the feedback has to do with being more communicative. Perhaps the person giving the feedback finds touching base mid- project of value. Others may not. But the learning need not lead to your talking more— but rather to ask about communication preferences early on.

No desestimes a nadie, toda opinión es importante. Escucha a todos, activa y detenidamente. No le respondas al instante; medítalo, valídalo, mejora.

Ten en cuenta que, en la mayoría de los casos, los demás no nos ven como creemos que nos ven o creemos que somos. La imagen que damos y que creemos proyectar; no es a menudo la que reciben del otro lado. ¿Que debes cambiar para que lo que crees proyectar sea igual a lo perciben de ti los demás?.... por algo será. Piensa, descúbrelo, cambia !

Feedback is crucial for improving performance as it provides valuable insights into areas that need enhancement. To leverage feedback effectively, one can establish a structured feedback loop where input is collected, analysed, and acted upon promptly. Regular feedback sessions with peers, mentors, or managers can offer diverse perspectives and highlight blind spots. It’s essential to approach feedback with an open mind, viewing it as an opportunity for growth rather than criticism, (even if you find it is just criticism). Implementing constructive feedback into actionable steps for improvement fosters a culture of continuous learning and development, driving performance to new heights through iterative adjustments and refinements.

Not all feedback is valuable. You do you. Digging deeper to evaluate your weaknesses and find a way to tackle them will help you more than listening to unconstructive criticism. You know you are bad at spelling? Take a course online. You are always late? Reorganize your schedule. You are nervous about speaking in public? Practice your acting skills.