Lissa Kowalski
When we receive feedback regarding a technical skill gap, lack of experience or knowledge, action planning can be relatively straightforward—oftentimes, a combination of classroom or on the job training and a project or assignment that allows you to demonstrate a new skill. Feedback related to “behavioral issues” can be more challenging— what if you hear that you are being perceived as condescending, abrasive, or the like? Here’s a simple roadmap that can help.
1. Set A Goal: Regardless of the type of feedback, the first step is to determine what you will focus on and establish a goal—ensure your goal is SMART—Specific, Measurable, Attainable, Realistic and Time bound. Write it down! Studies have shown that those who write down their goals accomplish significantly more than those who do not.
2. Get Input: Discuss the feedback and your proposed goal with your manager, mentor or other trusted advisor. Ask for input on whether the goal addresses the skills area you want to develop Ask if they have additional thoughts on areas of focus.
3. Get Help: Ask a trusted colleague to provide you with real time feedback on the skill you are trying to develop. If you are trying to improve meeting facilitation, ask for immediate feedback after each meeting; what went well and what still needs work. Make sure you get specific examples. Don’t be defensive or you will not get the information you need. Don’t forget to say thank you!
4. Practice: Continue to focus on your new skills and seeking feedback until they become second nature.
Enhance your skills and reinforce your commitment to ongoing personal development by regularly seeking feedback, following up with actions. Share your experience with others and pay it forward.
1. Set A Goal: Regardless of the type of feedback, the first step is to determine what you will focus on and establish a goal—ensure your goal is SMART—Specific, Measurable, Attainable, Realistic and Time bound. Write it down! Studies have shown that those who write down their goals accomplish significantly more than those who do not.
2. Get Input: Discuss the feedback and your proposed goal with your manager, mentor or other trusted advisor. Ask for input on whether the goal addresses the skills area you want to develop Ask if they have additional thoughts on areas of focus.
3. Get Help: Ask a trusted colleague to provide you with real time feedback on the skill you are trying to develop. If you are trying to improve meeting facilitation, ask for immediate feedback after each meeting; what went well and what still needs work. Make sure you get specific examples. Don’t be defensive or you will not get the information you need. Don’t forget to say thank you!
4. Practice: Continue to focus on your new skills and seeking feedback until they become second nature.
Enhance your skills and reinforce your commitment to ongoing personal development by regularly seeking feedback, following up with actions. Share your experience with others and pay it forward.
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