Embrace Performance Feedback
Sometimes the directive that connects professionals to the career shift that they are seeking is in the feedback they’ve received about their work performance and soft skills. It is important not to let your feelings nor irrelevant opinions impact your willingness to positively react to the developmental feedback that you received that will help you improve your efficiency and effectiveness in your role. Embracing professional feedback can be humbling for some and sought-after answers for others. The responsibility of closing the readiness gap to be connected to your next career shift is yours. Your commitment to your career shift is rooted in your willingness to taking the professional feedback that you agree or disagree with and determining the changes and upgrades that you need to complete.
Feedback births a season of growth. Do not let feedback that you’ve received on an ongoing basis becomes your Achilles’ heel, manage your focus. It’s challenging to debate accurate feedback because there is no room for refuting metrics and surveys. Take an athletes perspective, when you miss a play, the coach would direct you to watch the replay tape. Many times after reviewing the replay, there’s no room to issue a rebuttal. You have to zone back in and work on fine tuning your game. You have the ability to manage your focus and embrace feedback through planning.
A simple planning strategy to implement is the Seinfeld Strategy that is also known as Don’t Break the Chain. Label a wall calendar with the focused task and use a red mark to tally your progress on a daily basis. If you miss a day, don’t include in the tally. This strategy provides a visual aid of tracking your progress over time for mastering a specific task. Jerry Seinfeld is on the Forbes’ list of the world’s highest-paid comedians used this method to beat procrastination and master writing quality jokes.
Ask yourself the following questions:
1. Why do you agree or disagree with the feedback? If you disagree, are you willing to course correct to accomplish your career goal?
2. What have you learned about yourself based on the performance perception of management?
3. If applicable, why is the recurring feedback turning into a revolving theme in your career?