A more effective way to ask for feedback
Asking for feedback is essential for improvement. Many workplaces require gathering feedback as part of the annual performance review process, but the value of feedback extends beyond professional life. It can be a powerful tool for enhancing any skill—whether it's a hobby, interpersonal behaviour, exercise, or cooking.
What is a more effective way to ask for feedback?
Feedback is a technique discussed in organisation psychologist and best-selling author Adam Grant’s book Hidden Potential. Grant argues that to make this process more beneficial for both you and the people you're seeking feedback from, it's more effective to ask for advice rather than feedback.
Why is advice more effective than feedback?
Asking for feedback is backwards-looking, often leading people to criticise or praise you. Whereas asking for advice is forward-looking, encouraging people to coach you. This is effective because the whole point of asking for feedback is to learn and grow from past actions by doing something differently in future (or continuing with successful actions).
How can you apply this technique?
As Grant suggests, next time you are seeking feedback about something you did, instead ask
“What’s one thing I can do better next time?”
For example, rather than asking for feedback on how you went on a client presentation you just delivered instead, ask for advice on one thing you could do better in the next client presentation. This approach is also effective because it leads to specific actionable insights from the person you are asking for feedback, rather than a general overall opinion on how you went.
What about when you are given feedback?
Sometimes, feedback is offered without being requested. This technique is still applicable in these situations. The next time someone gives you feedback (or unsolicited advice), ask them for one thing you can do better next time.
Key takeaway
By shifting from seeking feedback to asking for advice, you will gain more constructive and actionable insights.