What is a Feedback Filter?
Have you ever had a manager, coworker, or family member give you feedback that was out of the blue, not exactly helpful, and maybe a tad bit uncomfortable?
Just recently, I had a colleague provide feedback (or in his terms “advice”) to me that was exactly this. And if it wasn’t for my “feedback filter” I implemented a few years ago, I think his advice would have really set me back.
The “feedback filter” is exactly what it says it is – it is a way to breakdown any form of feedback, support, or advice that is being delivered to you.
When someone offers up feedback to you, you need to analyze its context because maybe the person providing the feedback has a completely different mindset or goal than you, therefore making the feedback or advice unproductive or unhelpful.
How do you decide on determining the relevancy of the feedback or not?
Below are 3 tips on how to breakdown any form of feedback:
Unsolicited feedback is not always about you. Unwelcomed feedback is typically more about the person giving it rather than it is about you. Ask yourself: Does this person have a life that I want for myself? Does this person have similar goals? Do they have high emotional wellbeing? Do they have a similar career path that I want to achieve for myself? If yes, listen up and take notes. If not, there is probably something deeper in there that the feedback is more about them, and not you.
Be aware the feedback is coming and proactively ask for it. Feedback tends to be received better when it is intentionally asked for by people you trust. For example, hold a focus group of trusted colleagues who you know will be constructive and honest with you. Create a safe environment for yourself to receive feedback and be specific as to what type of feedback you are looking for.
Be specific when giving it. James Clear says “When feedback is immediate, clear, and concrete, people learn quickly. When feedback is delayed, abstract, and opaque, people rarely learn.” When you are receiving advice, ask the person giving it to you to provide specific examples of what you should change or modify. The more tangible the feedback is, the more likely it is that you can get better results.
My question to you is: How do you manage feedback? What has been the most helpful for you when receiving or providing feedback?
Reply directly to this email, lets chat about it!
p.s. my favorite Brené Brown quote is this: "If you're not in the arena also getting your ass kicked, I'm not interested in your feedback.” I have this hanging up in my office. I look at it everyday :)
Have an awesome week!
Let's do this!!!
Be well,
Ash
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Ashlee Klevens Hayes, PharmD, MHA
Career Expert + Interview Prep Coach
e: HELLO@RXASHLEE.COM
(SHE/HER/HERS)
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