Feedback is crucial to career development but you need to take control. Don’t expect others to provide this to you automatically. Pick 2-3 examples each week and frame up precise questions to your key stakeholders to gain deeper insight.
Such a great read!
Great article, Nikhyl! "Development areas are subtle as you get more senior, engrained in shadows of your superpowers, not huge gaping holes you’ve managed to cover up." This is really really enlightening! I almost always look for the huge gaps to cover but forget the subtle areas to develop and accumulate! This article reminds how important to work on those subtle areas and accumulate! I should have focused more on those areas!
Fantastic read, Nikhyl! Happy to have stumbled across your blog.
Thank you for the great read Nikhyl. Will try incorporate these in my future 1:1s. Excited to have stumbled across your blog and be on this journey with you
Will give it a try my next 1:1. Very insightful article, thank you.
This is very relatable and a great article. Yes, Probing specific questions has helped me get more detailed feedback.
You mentioned development feedback helps start the conversation to shift perspectives formed. Do you mean the correcting the brand an individual portrays?
What are your thoughts on which medium you choose to get feedback via - synchronic (zoom or in person) or asynchronic (slack or email)? Interested in hearing your preferred medium.
How do I prevent "just want to be nice" bias? That is, most coworkers don't want to give you critical feedback in the fear that it might come off as offensive.
Also, how do you deal with this if your manager is NOT involved in your day-to-day projects? Thus, asking him(her/however they identify) the question "“I presented last week a plan for [X]. My sense is this went well, yet [Y] could have been better. What’s your read? Did I assess this correctly" won't give a context-rich answer from the manager.