Here's how you can gain valuable insights by seeking feedback from diverse perspectives.

One thing that is certain, is that one can never grow without feedback. Embrace the art of being curious through solicited feedback, by doing so you will be creating pockets of areas to build on or areas of improvement, feedback gives you different perspectives, insights which one can model to an ideal or the desired outcome.

Getting feedback from different people is really important for personal growth. It helps you see what you’re good at and what you can improve on, things you might miss if you only hear from the same types of people. This well-rounded feedback helps you grow both personally and professionally, think more creatively, and solve problems better. Plus, it helps create a more inclusive and continuously improving work culture.

Engagement across your business and bench marking against similar business giving you a better balanced insight into your performance. The foundation of your business are the people at the cold face delivering services to the clients and the public, priority to ensure they are engaged and understand the values and direction of travel.

Something I learned in Boy Scout WoodBadge is that feedback is a gift that keeps on giving. Take it because you'll go far because of it.

Feedback is intelligence about yourself,what you are doing, the approach you are making, the pitch you are giving and more. Intelligence is valuable. Governments, militaries, businesses and every other entity or person is trying to gain as much intelligence as possible to get the upper hand. To understand and create an advantage. So look at feedback as that intelligence to give you a better position. The more intelligence (FEEDBACK) you can muster the greater your chance for success.

Obtaining diversity of perspective can be more challenging than it appears. It isn’t simply applying a range of operational or demographic factors to differentiate responses. Nor is it guided by your perspective on what constitutes diversity. This can result in presetting bias in outcomes. Obtaining diversity of perspectives requires careful planning and detailed analysis each time.

En la actualidad es primordial trabajar con equipos multidisciplinarios dentro de las organizaciones, pero más importante aún tomar en cuenta los enfoques de las distintas áreas que son integradas por personas con una diversidad muy amplia de profesiones. Al tomar en cuenta las distintas opiniones podemos nutrir la posibilidad de lograr una mayor eficiencia con una mejora continúa de los procesos de la organización.

It's important to get feedback from different people within the organization. Because some may very happy about some decisions taken by the management and some may not happy about them. Getting feedback from different departments and different employee categories within the organization helps to get a clear picture about employee perspective about a matter.

Diverse perspectives are valuable, but the true gold lies in constructive feedback. This type of feedback is specific, actionable, and geared towards helping you improve. It highlights both your strengths and areas for growth, offering clear pathways for enhancement. Encourage your feedback providers to be honest and detailed, and approach their input with an open mind, ready to listen and reflect without defensiveness. "Embrace constructive feedback: it's the blueprint to building your best self."

I like the idea of constructive feedback because some feedback are nothing but an attack on your personality with an intention to PHD meaning pull-him-down mentality. Although hard it is important to position yourself not to be negative and review all feedback before discarding it. In every rumour they say there is an element of truth sometimes. Look beyond the negative and glean out the positive and grow.

Want to improve? Actively seek constructive criticism! It can be a powerful tool for growth. By asking trusted colleagues for honest feedback, you gain valuable insights you might miss on your own. Embrace the opportunity to learn and refine your skills – you'll be glad you did! Don't be afraid to ask for feedback from others, even if it's critical. This can help you identify your weaknesses and areas for improvement.

Remember that feedback is an opportunity to gain insights from others' perspective that is 'feed-back' to us following interactions of a professional nature (e.g.colleagues, managers, direct reports, clients, ...), or on a personal level (e.g., family, friends, community). Genuine feedback aims to help becoming a better version of ourselves; therefore, it is never delivered with the intent to undermine someone's confidence, but rather to focus on identifying areas for improvement in order to grow. It is important to recognize that negative and judgemental comments are merely a projection of someone's frustrations, unfulfilled dreams, or unresolved traumas. Truly constructive feedback always aims to elevate you as an individual.

When effectively conveyed, constructive feedback plays a pivotal role in our personal and professional advancement. Consider seeking feedback in creative ways to challenge your learning style. You can create surveys, conduct a peer focus group, or invite trusted sources to anonymously offer constructive feedback without judgement. Constructive feedback should be seen as an opportunity for improvement rather than criticism. Actively listen to the feedback provided, reflect on it, and identify specific areas for development.

Open mind, listen carefully and take all in without being defensive. Auto Reflection is the key to ensure what we do every day and at all times is not only ethical but important.

Seeking constructive feedback is crucial for growth. Start by asking specific questions focused on areas you want to improve. Choose the right people, those with relevant experience and insights, to ensure the feedback is valuable. Approach feedback with an open mind, ready to learn and adapt. Encourage honesty by creating a comfortable environment where people feel safe to share candidly. Act on the feedback you receive, making necessary changes and improvements. Follow up to gauge progress and understand the impact of changes made. Always show appreciation to those who provide feedback, acknowledging their effort and time. Constructive feedback helps identify strengths and areas for improvement, driving continuous development.

Nesse ponto precisamos entrar em conversa sobre a teoria da Dra. Karol sobre mentalidade fixa e mentalidade crescimento. Quando se aborda um feedback coerente, precisamos abordar como crescimento pessoal e melhoria profissional. Não pode ser levado como algo ruim.

Have you ever done a job for the first timeand look down and see extra parts? We may have done a fair job that is good enough.but we should always reach for perfection.dont fear feed back as long as it is constructive and not demeaning. Listen, dont interupt and take that criticism and digest it.if you take your time and are honest to yourself you will find something that will make you better. Sometimes our ego is a barrier. I dont car how long and how many times ive done a job i will welcome other views. You dont know what you dont know

As a long-time litigation consultant working with juries & focus groups I learned to substitute "same or different?" for "agree? disagree? Asking someone of their view/perspective/option is "same or different" as the next guy or gal neutralizes the natural antagonism that can show up with "disagree" Also, "agree" can be a cop-out. Agree, how? Same or different invites further conversation This is particularly true when dealing with subject matter that could be riddled with bias

Recognizing our individual bias is essential when receiving feedback. It's crucial to acknowledge that both givers and receivers of feedback carry biases. Remaining open to perspectives that challenge our beliefs is key to our personal growth and development. Remain curious, ask questions if the feedback style permits, and try to remain neutral and not defensive.

‘There is no such thing as failure only feedback’. However it’s important to realise that any feedback is coming from the values, beliefs systems and life experiences of the other person/people. Which may be completely different from yours. Listen, reflect and decide if it’s useful for you.

Feedback normalization is very much required. Some people rate/share feedback on extremes (tough scoring) & some have very lenient method of giving feedback (easy scoring). As we give feedback to the employees (via performance appraisal or 1:1 calls, for example), likewise people give feedback. The way each manager can have tough & easy scoring pattern as different, each employee/source of feedback has his/her own scoring pattern. Don't forget to normalize the curve according to the source of feedback.

Reflecting on your own biases is key here. It's easy to get defensive or dismissive when receiving feedback, especially when you're in a position of power. Gathering diverse perspectives is going to help weed through biases. If there's a common thread among various feedback sources, it's unlikely that bias is a major contributor to the perception of the issue.

Bias can significantly impact the quality of feedback you receive and how you interpret it. In the cruise industry, it’s important to recognize and mitigate biases to ensure you’re making informed decisions. Be aware of your own biases and how they might affect your interactions and judgments. Similarly, understand that feedback from colleagues or guests might be influenced by their personal biases. Strive to create an environment where feedback is objective and focused on professional development. By acknowledging and addressing biases, you can ensure that the insights you gain are accurate and actionable, ultimately leading to better guest experiences and team dynamics.

Fatos e dados. Sempre peça opiniões baseadas em exemplos, comportamentos em reuniões ou momentos de crise. Isso tira subjetividade e trás objetividade ao feedback.

El sesgo y el ruido son 2 factores que en ocasiones impactan mayormente a la toma de decisiones más que los hechos y datos objetivos. Hechos comprobados demuestran incluso que en procesos técnicos o especializados como diagnósticos realizados a una misma situación (por ejemplo un tema de salud), analizado por diferentes personas de la misma especialidad, dan como resultado diagnósticos diferentes; la causa: el Sesgo y el Ruido. Lo anterior se explica porque más allá de los elementos técnicos, el factor humano con las percepciones de cada situación "alteran" o incorporan ruido al diagnóstico. La clave aparte de comprender el sesgo, es basarse principalmente en hechos y datos, así como elementos objetivos y concretos.

We all have biases, but it's important to be aware of them so that they don't cloud our judgment. When seeking feedback, consider the source and their potential biases. - Understand the source's background: Are they from a similar background as you? Do they have experience in the specific area you're seeking feedback on? Their background can shape their perspective and highlight potential blind spots. - Look for consistency: Does the feedback align with feedback you've received from others? If there's a significant difference, consider if the source's bias might be playing a role. - Triangulate your feedback: Seek feedback from a diverse range of people to get a well-rounded picture.

Working in analytics, we typically treat initial talks as an opportunity for requirements gathering. Noting what needs improvement or is missing is one approach. From my experience, asking about pain points - and phrasing it as such - allows space for openness. Listening is critical of course, but these conversations will highlight next action steps.

First we need to be open to receive feedback. The loop closes only when we act productive on it. While acting on the feedbacks we shouldn't just focus on the core concepts but also to its adjacency, so that there will be a constructive outcome as a whole.

Feedback process must include tools to translate opinions into actions and practices to be implemented for genuine Improvements

"Insight is the first step; implementation is the leap!" Transform feedback into action, because insights without implementation are like seeds without soil. Prioritize the gold nuggets that align with your vision and hold the power to revolutionize your journey. Craft a strategic action plan with concrete steps and realistic timelines. Remember, feedback is only as valuable as the changes it inspires.

Don't just listen to feedback, put it into action! Use what you learn to improve your work. 1. Prioritize and categorize: After receiving feedback, don't let it sit there! Take some time to review it all. Look for common themes and categorize the insights into areas for improvement. This helps you focus on the most impactful changes. 2. Develop an action plan: For each key area for improvement, brainstorm specific actions you can take to address it. Be SMART with your goals: Specific, Measurable, Achievable, Relevant, and Time-bound. 3. Assign ownership and track progress: Decide who will be responsible for implementing each action. Regularly track your progress and adjust your plan as needed.

Receber feedbacks e não aplicá-los é um verdadeiro desperdício. É importante refletir sobre as informações recebidas para criar ações, objetivos e metas em consonância com seu momento profissional e futuro.

Reunir uma variedade de feedbacks é apenas o começo; o verdadeiro valor está em transformar esses insights em ações concretas. Priorize as sugestões que se alinham com seus objetivos e que prometem causar o impacto mais significativo em seu desempenho. Desenvolva um plano de ação detalhado, com etapas claras e cronogramas definidos, para implementar essas mudanças. Lembre-se, o feedback só se torna realmente valioso quando é traduzido em melhorias tangíveis. Essa abordagem não só maximiza o benefício do feedback recebido, mas também demonstra sua capacidade de evoluir e se adaptar continuamente.

When it comes to acting on the insights received from feedback, it's essential to approach it with a strategic mindset. Thoroughly analyzing the feedback allows for a deep understanding of areas that require improvement. By pinpointing these areas and devising a detailed action plan, including timelines and sources of accountability will enhance performance and foster continuous growth.

Acting on insights is crucial for improvement. Start by prioritizing the most critical insights and setting clear, measurable goals. Develop a detailed action plan outlining steps, resources, and timelines. Execute the plan systematically, ensuring all stakeholders are informed and involved. Monitor progress regularly, making adjustments as needed to stay on track. Evaluate the outcomes to determine the effectiveness of the changes. Share the results and successes with your team or stakeholders to reinforce the value of acting on insights. By following these steps, you can effectively translate insights into meaningful actions, driving continuous improvement.

Fostering openness during this feedback process is essential as it creates a safe environment where individuals feel comfortable sharing their honest opinions without fear of judgment. Openness encourages active listening, empathy, and constructive dialogue, leading to deeper insights and more innovative solutions. By embracing diverse feedback with an open mind, individuals and organizations can continuously learn, adapt, and grow.

I think for feedback to be received well, it has to be done in a safe space where at the start of the person joining the company or organization it must already be made aware to the person of the openness of feedback being received. Thus, when the mindset of positivity and safe space is set at the start, then can we expect openness for feedback to be given and received.

Transparent Communication Regular Updates: Keep the Team informed about company goals, performance, and changes. Open Door Policy: Encourage the Team to share their ideas, concerns, and feedback directly to their Leaders. Clear Expectations: Ensure job roles, responsibilities, and expectations are clearly communicated.

Build trust by building empathy. When you find a way to understand where someone is "coming from" it makes it easier to understand their priorities and their concerns. When you can speak with understanding, you can proactively support and provide space for authenticity.

This is the secret to success for any company or organization. Be open to new ideas and perspectives and invest in your people. Never stop offering training opportunities to your team.

Many times individuals belive that they must safeguard their true self in the work place. This is far from the truth in my opinion. By lowering your guard and barriers we allow others to feel free to voice their ideas. It also allows the individual to learn about his or herself and their blind spots. Making the overall team more efficient

Creating an environment where feedback is openly shared and received is essential in the hospitality industry. Encourage your colleagues to share their thoughts and be receptive to their input. Foster a culture of openness where everyone feels comfortable voicing their opinions and suggestions. This can be particularly beneficial during event planning and execution, where collaborative efforts can lead to more successful outcomes. For instance, involving your team in planning the Welcome Cocktail can bring in creative ideas and address potential issues before they arise. An open feedback culture not only improves the quality of your work but also strengthens team cohesion and morale.

Una resultante de gran impacto de la Vulnerabilidad es precisamente la apertura genuina que se refleja de manera natural en solicitar y con escucha activa cuando se recibe toda retroalimentación. Refleja a la vez autoconfianza y genera influencia potente con quienes interactuamos. En tal forma, cuando es genuina y fluida, deberíamos denominarla como "conversaciones constructivas" en lugar de retroalimentación, porque visto en forma de retroalimentación refleja algo formalmente estructurado, como un proceso y como algo forzado...visto como conversaciones constructivas son realmente conversaciones entre personas de confianza y confiables.

Encouraging an environment of openess that normalizes and appreciates both giving and receiving feedback is pivotal in fostering a dynamic work environment. When constructive criticism is valued as a pathway for personal and professional growth, it creates a platform for improved communication, heightened productivity, and fortified team dynamics.

I want you to know that allowing structured feedback to inform you regularly means more than just getting it or taking it in. Reflection may require courage. You may find that you don't enjoy what you observe or hear from those you are receiving feedback from. That's ok! And you don't have to believe all you hear, but in reflection pause to hear deeply what's being said enough that you can decide if you need to take action or if you need to note the message (and continue to reflect on it if the type of feedback becomes a trend that continues). Develop a system for yourself - in a success journal or some other feedback log. Being aware and informed is much better than being a leaf in a busy stream bumping along. Guide yourself.

Consider you are on a Journey on unknown road in an era of no maps/navigating systems.. What we used to do ??? Any thoughts.. We used to slow down ask some available around to reaffirm if we are on the right direction... if not we used to correct the path. That should be the way to go. Better to reflect regularly and be on a right path rather than be lost on the journey called Life...

I prioritize reflection because often people seek feedback but fail to act on it, which defeats its purpose and inadvertently limits opportunities for improvement. This can lead to significant setbacks. On the flip side, if feedback is not well articulated when given, it highlights the need to handle feedback conversations very carefully.

Here's what I know. If the feedback hurts, if it moved something within you - it's worth taking the time to reflect about it! Our second brain, our guts, almost never lies. So take a couple of minutes to engage in intuitive writing. Think about *that* feedback which you resent. Take a pen and your journal (manual reflection is the best practice!), and start writing. Only rule? Write non-stop for 2 minutes, no censorship. You might be surprised to hear what your subconscious will tell you!

As said its ongoing process. Taking feedback from every corner and not reflecting makes all the work in vain. One of the main purpose of feedbacks can be reflecting on it. So as to take considerable and measurable action. Reflection allows you to assess the effectiveness of your actions, change of approach, and continuous cycle of feedback and getting most out of it and growing from it as well.

Regular reflection is vital for personal and professional growth in the cruise industry. After each event or interaction, take time to reflect on what went well and what could be improved. This practice helps you internalize feedback and turn it into actionable insights. For junior professionals, keeping a journal or log of these reflections can be particularly useful. Document your experiences, feedback received, and the steps you’ve taken to improve. This reflective practice enables you to track your progress over time and continually refine your approach. In the fast-paced cruise environment, regular reflection ensures you stay aligned with your goals and maintain high standards of service

No matter how valuable the feedback, always reflect upon it with certain performance indicators. This not only allows you to steer the implementation but also correct the flaws in them. Thus creating a more streamlined approach. Seek, filter, implement and measure that's how you solve the bottlenecks you face.

Update is continuous process. Even we update our gadgets regularly. Reflect regularly to learn, to break monotony, to expand comfort zone and remain afresh like flowing water.

Encourage Open Communication: Create an environment where everyone feels comfortable sharing their views. Actively Seek Diverse Input: Reach out to people from different backgrounds, roles, and experiences. Listen Actively and Without Bias: Be open to feedback and avoid dismissing views that differ from your own. Implement and Iterate: Use the feedback to make improvements and show that it is valued by acting on it where possible.

When seeking feedback, it's crucial to recognize that one of the greatest challenges will be your ability to adapt to perspectives or ideas that are different than the way you've been doing things. By approaching feedback with the intent to listen rather than to respond, you can set off a chain reaction that leads to success. Listen with the intent to understand and not to respond.

Gaining valuable insights by seeking feedback from diverse perspectives can significantly enhance the Learning and Development initiatives by encouraging open communication, leveraging cross-functional teams, and establishing diverse feedback panels to ensure a range of viewpoints. Utilizing data analytics and incorporating external perspectives can highlight areas for improvement and success. Ensuring inclusive training content, implementing pilot programs, and treating L&D as an ongoing process allows for continuous refinement and effectiveness. By valuing diverse input, organizations can create robust, inclusive L&D programs that cater to all employees, fostering a culture of constant learning and development.

It is recommended to seek feedback from a variety of sources that interact with employees and can provide valuable insights into their performance. It is important in a 360 performance to train the evaluators to give feedback. Nonetheless, employees can listen to the feedback without the need to rush into justification and take the time to reflect on the areas mentioned and select top 3 areas they would like to develop further. Often times, employees neglect certain areas and leaders and peers are a great source of feedback for employee development.

The mode of feedback is equally crucial. Technology can help getting quicker feedbacks which can be analysed equally quicker. However, not all sources would be having access to this mode or would be interested to share feedback there. Offline modes can feel safer to many especially these can be mostly anonymous. Anyway, the feedback is important, not the name. Also, a f2f interaction can be detailed vs. a written one. But totally depends upon the source. If the source prefers anonymity, the feedback can be preferred as written (online/offline), if the source prefers feedback as detailed (without anonymity), f2f or vocal conversations will reflect more insights.

Diverse perspectives are a must for seeking feedback- this gives a holistic perspective of the matter and can be immensely helpful. However it is important to take the feedback the way they are- seek clarification if needed and most importantly work on it. The feedback seeker must have growth mindset for actual development to happen..

Seeking feedback from diverse perspectives helps improve our work by directly linking feedback to specific actions. Learning from others allows us to avoid common pitfalls, saving time and reducing failure rates. Instead of reinventing the wheel, we can build on others’ experiences to accomplish tasks more efficiently.

Seeking diverse feedback challenges assumptions, reveals new needs, and identifies opportunities. It improves decision-making, enhances user experience, and increases empathy, leading to a more inclusive and effective product. For example, a social media platform incorporating diverse feedback can develop culturally sensitive features, boosting engagement and satisfaction.

While it is important to open channels for feedback from diverse sources, it is more valuable to consider the element of imbedded bias towards you. Some colleagues may already have a fixed mindset about your work ethic and so their feedback is predictable. Hence, carefully sorting sources of edifying feedbacks within diversity is an important strategy in this regard.