Page 18 - Effective Planning And Pursuits

appraise your progress. A clear cognizance of where you are today will help

your growth.
What sort of outside feedback do you get? Your acquaintances, loved ones,

work colleagues and others you contact on a regular basis are all affected by
your conduct and will have opinions about your skills. A few external

feedbacks will be more objective and useful than others, and not all will be
beaming! Now is the time to scrutinize of any feedback you have had and

put it to great use.

Accepting feedback doesn’t have to be awful, although it may appear

challenging initially. Everybody may improve themselves in one way or
another, and bearing faults doesn't mean you are ‘a foul individual’. This is

why feedback has to be particular – about one conduct or action – and not
about the individual as a human.

The number of illustrations you get will give you a clue as to the extent of
the issue (and maybe more accurately how crucial it is to that individual).

It's also worth checking feedback with others, as one person’s feeling may
be inaccurate and based on personal prejudices. External documentation is

crucial before you take it earnestly. You're looking for a theme.

What ought I quit doing?

What ought I begin doing?

What ought I carry on doing?

A different feedback model is to invite what you ought to “quit, begin and
carry on”.

This will catch:

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