Feedback: How to Ask for, Receive, and Use Feedback for Growth

Dear Reader,

Welcome to this week’s edition of Career Catalyst.

One of the most important skills in career growth is the ability to ask for, receive, and act on feedback.

Yet, many professionals shy away from it—either fearing criticism or feeling defensive.

The truth is, feedback is the fastest way to accelerate your development, but only if you know how to handle it effectively.

Why Feedback Matters

Feedback is your like a career GPS. It can tell you what’s working, what’s not, and where you can improve. The best professionals seek feedback before they need it, using it to refine their skills, decision-making, and leadership style.

However, not all feedback is valuable. Some of it can be vague, unhelpful, or biased. That’s why knowing how to ask for the right sort of feedback is just as essential as receiving it.

In many organizations, feedback only happens during annual reviews or formal performance appraisals. But by then, it’s often too late to course-correct. The most successful professionals proactively ask for feedback throughout the year, ensuring they can make adjustments before small issues turn into big ones.

How to Ask for Meaningful Feedback

Most people ask, “Do you have any feedback for me?” and get a generic response like “You’re doing great” or “Just keep going”.  This is understandable because giving developmental feedback is uncomfortable and requires courage from the person providing the feedback.

Instead, asking targeted questions will get you feedback that you can act upon.

Here are some examples of questions you can ask:

✔ What’s one thing I could do differently to improve my performance?
✔ What’s something I do well that I should double down on?
✔ If you were in my position, what would you focus on improving?
✔ How did my approach to [specific project/task] land with the team?
✔ Have you noticed any patterns in my work that might be holding me back?

By being specific, you make it easier for others to give you actionable feedback rather than just polite comments.

Additionally, consider whom you’re asking for feedback. Your boss’s perspective is important, but peer feedback and input from direct reports can be just as valuable. Each group sees different aspects of your performance, giving you a fuller picture of your strengths and areas for growth.

So create a list of people that you are going to ask for feedback and make it happen. 

Receiving Feedback Without Defensiveness

Even when you ask for it, receiving feedback can be hard—especially when it’s critical. Here’s how to handle it like a pro:

🔹 Listen fully – Avoid interrupting or immediately explaining yourself. Let them finish.
🔹 Clarify if needed – Is the feedback vague? Then ask for an example: “Could you give me a specific situation where you saw this happen?”
🔹 Thank them – Feedback takes effort, and people are more likely to give you honest input again if you appreciate it.

One of the biggest mistakes people make is reacting emotionally when receiving feedback. It’s natural to feel defensive, especially if you disagree. But instead of pushing back immediately, pause and reflect. Ask yourself: What part of this feedback might be true? What can I learn from this?  

A simple trick is to separate intent from impact. The person providing feedback might not express it perfectly, but their intent is often to help. If the delivery feels harsh, focus on extracting the useful insight rather than how it was said.

Turning Feedback into Action

Feedback is only useful if you apply it. Here’s how to make sure it drives real growth:

🛠 Prioritize – Identify which feedback is most impactful and focus on those first.
🎯 Set a goal – For example, if you need to improve how you run meetings, aim to implement one change per week.
🔄 Follow up – After acting on feedback, go back and ask: “Have you noticed any improvements in how I handle X?”

A great strategy is to track your progress. Keep a simple log of key feedback points and what you’re doing to improve. Over time, you’ll see patterns emerge—this helps you identify recurring themes in your growth and development.

Additionally, look for mentors or coaches who can help you interpret feedback and apply it effectively. Every so often, an outside perspective can help you connect the dots between multiple pieces of feedback and translate them into real change.

As a final point here, I would strongly recommend that you do not ignore the feedback. If you don't act on it you run the risk of damaging your reputation.

Providing Feedback: A Two-Way Street

Mastering feedback isn’t just about receiving it—it’s also about giving constructive feedback to others. People who develop this skill become stronger leaders, as they create a culture of open, honest conversations.

When providing feedback:

✅ Balance positive and constructive feedback – Recognize strengths, not just areas for improvement.

You can use the "What Went Well" and the "Even Better If" model to structure your feedback.

✅ Be specific – Instead of saying, “You need to be more proactive,” say, “I’d love to see you take the lead in meetings more often.”

✅ Encourage dialogue – Ask, “How do you see this? What are your thoughts?” to make it a two-way conversation.

✅ Agree actions – Explore how the feedback you have given can be actioned. 

Being known as someone who gives and receives feedback well will set you apart in your career.

Final Thought

The most successful professionals don’t just receive feedback—they seek it out, embrace it, and use it to level up. If you’re serious about career growth, mastering feedback will be one of your greatest advantages.

So, this week, try this: ask one person for specific, constructive feedback—then act on it. You might be surprised at what you learn.

Let me know how it goes!

Best wishes, Stephen

Thanks for reading. If you have an interesting insight feel free to share it in the comments section.

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