Career Success and Feedback

Countless studies have documented the significant career benefits of collecting feedback from colleagues about our business performance and approaches. The concept is not new, and the value is real. So why do many well-intentioned professionals fail to take full advantage of this potential competitive edge? In terms of talent management, why don't leaders give their high-potential employees access to candid insights about their strengths and weaknesses as perceived by their co-workers and clients? That information could have a much stronger impact on their ability to succeed than attending another conference or webinar. Yes, the feedback process requires some effort. And it can feel awkward at first. However, the career benefits of gathering specific, meaningful and ongoing feedback far outweigh the challenges.

I've always believed that statement. But since publishing my book, "You -- According to Them: Uncovering the blind spots that impact your reputation and your career," I've seen remarkable proof that gathering feedback is the powerful (and often overlooked) fuel that accelerates careers. While I used the book to profile real-life case studies about inadvertent behaviors and attitudes that can stall careers, I didn't fully anticipate the way that readers and workshop participants would so overwhelmingly embrace the feedback process. They were often genuinely surprised at the hidden information they discovered. And when they applied that information, their results were more dramatic than I ever could have imagined. In this two-part post, I'll share my findings and provide some specific ways that you can close the feedback loop to enhance your own career.

1. Why targeted feedback is essential

Many people I spoke with about this topic had the same response: "Sure, I get feedback from the boss in my annual review." That's important, but it's just the tip of the iceberg. The kind of feedback that can have a genuine impact on your career is deeper and broader. It goes beyond measuring how well you met the goals or the deadlines; it uncovers how your colleagues feel about working with you, how you communicate and collaborate with them, how they perceive your ability to handle stress and adversity.

Admittedly, getting feedback on these intangible skills is a little more challenging than looking at numbers on a spreadsheet. But don't we all know the brilliant people in the office who are repeatedly passed over for promotions? Many times, their lack of intangible skills is the primary culprit. Despite their intelligence, they simply aren't perceived by their supervisors as "management material." If they could just get honest feedback from their co-workers, they might discover important information to help them avoid years of frustration and self-doubt. Professionals trying to get ahead tend to concentrate on adding degrees and certifications, but feedback is actually the critical element they need.

2. How to get quality feedback

Thankfully, there are plenty of ways to ask for professional feedback. Whether you choose formal surveys offered by a research firm or informal conversations with colleagues, the goal is to build that feedback loop into all of your work relationships. Think about gathering richer data by being more specific with your questions. "How am I doing?" probably won't generate an answer with as much value as asking someone how you rate on your ability to connect, engage and build relationships with others. By asking multiple people the same question, you may start to see a pattern in the responses.

Another point to consider is whether your team members will feel comfortable being candid with their comments about your performance or that of the others in your group (peers, supervisors or direct reports). To move beyond polite banter and discover areas with potential for improvement (the main point of this process), you may need to conduct an anonymous survey. Many formal assessments use that approach, and a wide range of ready-made surveys can be purchased at varying price points. Or you can always set up your own online questionnaire using a site like Survey Monkey. Bottom line: feedback is very important, but the right type of feedback is essential for success. For access to a free Brand 360 Survey visit http://brand360survey.com (available for a limited time only).

In my next post, I will talk about how to apply feedback to make a positive impact on your career?

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