"How do I get candid feedback?"
Tuesday, November 10, 2015
Posted by: Barbara Francella
another year races to a close, performance appraisals are on the minds of many.
emotion that arises in you when you hear "performance appraisal" (it definitely
evokes some type of emotive response from most people) depends on your
personality type and a few other factors.
no matter your personality type, I’ve learned a way to make a performance
appraisal a tremendously more positive experience, especially for women and
people of color.
Related: How do I prepare for a
is simply this: Get candid feedback in intermittent doses. At first glance,
this statement may seem elementary. But it's not about your manager and what he
or she is doing wrong. It’s about what you
need to do.
and people of color often fail to realize:
is up to you and only you to seek candid feedback.
is up to you and only you to seek it out on a monthly basis.
is up to you and only you to provide a recap (on a quarterly basis) of the
value you have contributed.
is up to you and only you to build a narrative (on a semi-annual basis) that
explains why you are performing above expectations.
his article "Six Keys to Being Excellent at Anything," Tony Schwartz,
the president and CEO of The Energy Project and the author of The Way We're Working Isn't Working,
says the simpler and more precise the feedback, the more equipped we are to
make adjustments. Too much feedback, too continuously, however, can create
cognitive overload, increase anxiety and interfere with learning.
line, it is up to each of us to seek and act on candid feedback as an ongoing
part of our engagement strategy. Feedback is a gift and we must be open to
receiving it — even when it hurts.
this day forever, never buy into "You are doing a good job" as candid
feedback. This is only code for "You will have a job for the next two weeks." Instead, humbly receive and act on all feedback, then tell the world about how
you are building new leadership capabilities that expand your value and
job is to serve as your own biggest cheerleader. When you step into this
position, the feedback that you receive should just be a matter of validation
and calibration — news to you.
get your feedback on!
Trudy Bourgeois is founder and CEO of The Center for
Workforce Excellence and NEW Executive
Leaders Forum conference designer. She is happy to answer your
career questions. Please email them to NEW Communications Manager Barbara Grondin Francella.
Views expressed in blogs, posts and
user comments are those of the authors and do not necessarily reflect the
opinions of the Network of Executive Women or its Officers, Board members and
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