How can you use feedback to improve goal monitoring?

Feedback is like a direction for understanding and evaluating how well we are doing a particular task or goal. It plays a vital role in completing tasks and improving as well.

I once attended a leadership course in which we were informed that feedback is a gift. I now ask people if they want the feedback and if he/she says no, I take the gift with me. If he/she says yes, I package the gift for delivery and make sure the person receiving the gift truly walks away feeling as if they received a gift when I provide the feedback.

Feedback plays a vital role in continually improving goal monitoring, allowing you to make informed decisions and adjust your process as needed to achieve better results that are more aligned with organizational goals.Analyze feedback data systematically to identify trends and areas for improvement.Compare actual performance to conditional targets and identify any gaps. This will help determine where goals are being met and where there are opportunities to improve. Communicate effectively: Share feedback results with all parties involved and communicate changes to goals or the monitoring process. Transparency in communication is essential. Consider feedback as a guide to continuous improvement and a way to avoid mistakes in the future.

Even if the giver of the feedback offers it judgmentally, we should take it as part of our training for the career journey. Whether constructive or not, positive or negative, we should understand that feedback is a marker, or an indicator, that allows us recognize our current position, in relation to where we desire to be.

I have always given feedback as a sandwich. Bottom slice all the good things this activity, whatever it might be, has done or revealed. The middle or filling will be a constructive look at what has been accomplished, good or needing improvement. The top slice is the positive things that will be accomplished and how it is affecting the organization in the most positive way. This way...you start positive, you offer insight, and you end positive. In writing or orally, it is accepted so much better.

Seeking feedback is a normal part of a successful work practice. In viewing this question through the lens of a DEI Practitioner I would be negligent in failing to articulate the well-researched phenomena of many managers having difficulty providing constructive/ useful feedback to staff of color. This then creates a situation that disadvantages both parties. The workplace or institution must ensure that the "why?" of the feedback is clear to managers and to offer meaningful culturally relevant training that includes practice for managers. When this is done with an intent to develop managers that manage across lines of difference you then have staff that will, by the intentional business practice, feel psychologically safe to respond to it.

The attitude with which we respond to feedback determines how useful it is for our career journey. Positive and objective attitude drives evaluation, and consequently, gives us better direction.