Gift of Feedback


No doubt feedback is essential in your career development & growth cycle.
Actually; feedback serves as the oxygen towards your career growth since you have limited own resources of judgment on self-competencies.
Most of the time your judgment on yourself will be inaccurate, biased and will consciously or unconsciously miss the weaknesses and highlight the strengths. 
The external feedback is powerful and will mostly come from an observer having a wider angle on yourself than you do have.
Recipient of the feedback will identify whether the feedback will be utilized, just considered or may be neglected. The recipient will also encourage or discourage the re-occurrence of feedback cycle!
In order to encourage re-occurrence; recipient should consider the feedback as a gift and should acknowledge and thank the sender of this great gift.
Seeking feedback from any colleague (either management, peers or subordinates) will be great and will further encourage the feedback process. A great portion of feedback might come from management but still, a great feedback may come also from peers and subordinates which might be sometimes meaningful to the degree of a switch point in your career perspective.
The feedback gift sender could be an ally, neutral or opponent from relation perspective.  Once you receive a feedback from an ally it will be mostly direct, properly wrapped & filtered at a proper time. On the contrary; feedback from an opponent will be mostly indirect, unwrapped & unfiltered at an improper time.
While it’s a pleasure accepting the ally’s pleasant feedback and extreme pressure accepting the opponent’s unpleasant feedback; the opponent’s (direct or indirect) feedback remains more powerful as an opponent will target and focus on the weaknesses that you & your allies might hesitate to tackle, underestimated or may be simply missed it. 
In conclusion, to facilitate self-development you need to encourage the feedback cycle by thanking this great gift rather defending, conflicting or depreciating the sender. In case the feedback is indirect you need to consider and react and never attack the sender.
Tamer El Sagheer
Skillinside

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