Here's how you can enhance your performance by effectively receiving and utilizing feedback.

It is so important, but equally difficult, to listen objectively to the feedback being given. If you do not receive the feedback from a place of learning or growth, then it will not serve it's intended purpose. Growth can be uncomfortable; however, it is vital for professional development.

Enhance performance by effectively receiving and utilizing feedback: stay open to feedback, listen actively, reflect on insights for improvement, set actionable goals, seek clarification when needed, schedule follow-ups for progress checks, show gratitude for feedback received, and use it as a tool for continuous improvement in your role. This approach ensures feedback contributes positively to your professional growth and success.

Listening to people is a key element if success is to be assured. People have different perceptions and this should be taken into Consideration while making key decisions. Any business formation should create a mechanism for receiving unbiased feedback from its employees. This feedback should be looked into, analyzed and action taken to remedy any situation brought forward. Its imperative to secure any feedback provided and not use it against the sender.

feedback is like a fire, great friend but equally bad enemy if done wrong. Effective feedback is the key so some rules must be applied for both sides: 1 -rules of engagement - both sides should know that the feedback is here to get things better and more effective and thus it is a tool to progress (not a tool to criticise or something like that), have a roadmap, 2 -solid preparation - given that I know what to expect processwise I can better prepare, this goes for both sides and sets up foundation for the results 3 -be open minded - biases should stay behind the door 4 -as mentioned below - listen actively, reflect and clarify if necessary - keep it in the theme 5 -goals - clarify the needs and set realistic trackable goals 6 -repeat

Reflection times are individually specific. I may need several days to reflect, whereas someone else may only need a few hours. If the feedback is especially difficult to hear, there can be varying stages of emotion involved. Sometimes these emotions are not even realized until after you begin to reflect on the conversation at the end of a busy day. Allow yourself to go through varying stages of emotion until you are comfortable that your reflection is now coming from a place of neutral emotion.

Reflection should be part of our routine and should become natural part of our lives, not just some one time thing during a year. Deep reflection is easier when done like that because we can see our progress in more distilled way. My good practice is to get feedback on a weekly basis to keep the operative goals on track and aligned with the strategy and vision of the company. Thus even in the weeks when the stress and overload is too big you can reflect on the regular trackrecord and trend in the goals.. this makes these times easier to grasp and have objective reflection.

I would highly suggest that while creating your action plans, you do so in writing. This could be anything from an outlook event placed on your calendar or a handwritten timeline. Just choose something that works for you and you can use to hold yourself accountable. It's so easy and comfortable to push something off until tomorrow, but in order to be accountable, you'll need to meet your goals.

Plan for feedback and everything basically means we are trying to get effective process. Written workflow and timeline is the key - we can keep it objective, always see it and track the partial work or goals effectively and responsibly.

Seeking clarity is possible only when we have clear vision, respective process, clear line of responsibilities and achievable objectives. Feedback then is the greatest tool to clarify any misunderstandings and keep everybody on track.