Episode 16: How to get (better) feedback from others

Early in my college career, my mentor asked me an important question - “what legacy do you want to leave here?”

In the moment, I brushed this off since it felt too wish/washy but almost 1 year later it clicked.

Your reputation is being created either way. One way you are intentional about what you are known for and the other you’re oblivious.

The same is true for our reputation at work. If you’re intentional then you know exactly what you’re known for. If not, you should start asking to understand what your reputation is today and then you can decide if you want to change it.

Here are three ways to gather better feedback:

📋️ 1) Survey your connections

This is a great use for your board of directors. Even if you don’t have one, I recommend setting up a simple Google Form and surveying your network.

Some questions to include in a quarterly survey: 

What do you think is my superpower (something I do better than anyone else)?

Your superpowers are what you are known for with others. Reflect on the ones that are surprising to you. Is this what you want to be known for?

What are one or two things you’d reach out to me for over anyone else?

This list is where you have trust/credibility with your network. Lean into these.

What is one area you think I can improve (professionally)?

This is the money question. Remember that feedback is a gift.

Follow up from above - who do you think does this really well?

These are folks you can go talk to next to understand how to improve in these areas.

Send this survey out 1-1 to your trusted friends and mentors - both inside and outside of work. You’re looking for trends in the answers to give you confidence exactly where your strengths and weaknesses are.

Note: my recommendation is to make this survey anonymous. People may feel pressure to edit the constructive feedback because of how it may affect your relationship if not.

❓️2) Make time in your 1-1’s

Manager 1-1: If you meet your manager weekly then have every 4th 1-1 be dedicated to feedback. Decide on the questions and format beforehand. Remember this should be feedback for you and from you.

Team 1-1: Send your team members the questions from your survey in advance so they have time to prepare.

Cross-functional 1-1: Bring up the idea of feedback beforehand. Be specific on what exactly you want feedback on (soft skills, hard skills, deliverables, etc) and confirm they are willing. Send them the questions in advance.

💥 3) Ask better questions

In addition to being specific on what you want feedback on, you need to improve the questions you’re asking.

Here are a few variations of questions you can ask:

• Any feedback on this? —> Why do you think this worked?

• What went well? —> What should we standardize as best practice?

• What didn’t go well? —> What is one thing you’d change the next time we do this?

I recommend updating who you ask for feedback from based on the quality of the answers. You get better answers when you ask specific people for specific feedback. You should choose the people to ask based on their relevant experiences that you don’t.

If this was helpful for you please forward to a friend. 🙏 They can subscribe below 👇️ 

✅ Find all resources here.

📆 Looking to connect? Find me on LinkedIn or grab some time on my cal here.

✨ Special thank you to Gigi Marquez who suggested I start this newsletter 🙏