Asking for feedback from others is akin to assessing their needs. For example, your boss may ask you to complete an evaluation survey to find out how they can better serve you as their employee. Or, you may prompt your clients to reflect through a few written questions in order to figure out next steps for working together. I like to think of feedback as the information given (back) as a result of an experience (which was designed to feed someone’s mind).
Generally, the goal in seeking feedback is to either assess a current situation, or improve a future one. Whether you gather feedback through questioning, surveys or another assessment format, it’s important to be clear on the purpose and intention of the information you gather.
The purpose can be thought of as a long term end goal. The intention is like an objective, and is often very specific. Your purpose for obtaining feedback will generally align with the mission of your company or organization. Your feedback prompts and questions will generally reflect your intent. For example, you may aspire to improve delivery by showing an increase in participant ratings from a 3 to 4. In this case, improving delivery is your purpose and higher ratings are the intent.
Another factor to take into consideration is where you are personally with processing feedback. Your perspective will influence your intention, and also how you receive feedback.
Here are three examples of how my perspective of feedback has shifted over the past decade, growing from a desire to be a better educator, to aspiring to impact greater change.
What are your people feeding you back? Your gathering of data needs to be purposeful and designed with intention in order to help you and your grow.
Blogs by Fenesha
Fenesha is a personal growth and professional development specialist who helps people navigate difficult topics with ease.