Gathering Feedback from Multiple Sources

Last year, I interviewed 50+ top-tier CPOs for Forbes. I asked them what was working best for them in leadership development & EX. Here’s one fascinating theme that kept coming up: → Simple, creative ways to collect informal feedback. Despite all the fancy programs & tools these CPOs had at their disposal, my interviews always seemed to gravitate in this direction. Here are five of my favorite (and most steal-able!) examples. 1/ Manager involvement meetings at Adobe How it works: Used to boost manager involvement in programs. Managers MUST engage in a series of 1-on-1 meetings over the course of the program: W/ the participant, the participant’s coach, the participant & coach, etc. Why I like it: Learner engagement hinges on manager involvement. Mandatory 1-on-1 involvement forces the issue. 2/ A master Google doc at Catholic Health How it works: L&D teams at various hospitals around the globe collaborate on a single Google doc. They pull thematic feedback from peer learning exercises. They pool thoughts, ideas, and examples. Why I like it: It’s free, it’s habitual, and it encourages the intersection of ideas. It increases in value exponentially over time, becoming an archive of examples to pull from when designing programs and activities. 3/ Weekly AMAs with the CEO at Databricks How it works: To kick off weekly all-hands meetings, the CEO takes live questions from the audience. Why I like it: It sets the TONE. The CEO makes theirself directly accessible to the frontline, which radicalizes transparency in a way many companies (and CEOs) refuse to do. When it comes to creating a culture of honest feedback, this casts a big ripple. 4/ A “Ted Lasso Style Suggestion Box” at 10x Genomics How it works: People just write down suggestions, big or small, and put them in a box. 10x then guarantees a response to every single suggestion. Why I like it: It’s organic and welcoming. I especially like the use of smaller requests, like buying bike locks for employees. Responding quickly to small requests generates positive momentum. 5/ Platform where employees comment anonymously and upvote each other’s feedback at Exabeam. How it works: Like social media for feedback with an intentional option for anonymity. Why I like it: Qualitative feedback + upvotes to indicate how much a given question or piece of feedback resonates company-wide. Not to mention, upvotes make it fun & sticky. ___ You don’t need millions of dollars in budget to make a big splash in leadership & culture. Extra budget might even get in your way if you’re not careful. Big money draws you toward pomp & circumstance solutions. Often this is at the expense of a simpler, organic solution. And it’s those simple, organic solutions that CPOs repeatedly point to as the most valuable. P.S., follow me, Kevin Kruse, for more leadership development content like this. ___ #leadershipdevelopment

"Feedback is a gift. It's an opportunity to learn and grow" At Google, we believe in the power of feedback to drive improvement. Sometimes feedback can be tough to hear. But taking the time to unpack it, understand the perspective, and reflect on it is crucial. Why feedback matters: - It reveals blind spots we cannot see ourselves - It accelerates learning by shortcutting trial and error - It demonstrates that others are invested in your success - It creates alignment between perception and reality How to receive feedback effectively: 1. Approach with curiosity, not defensiveness When receiving feedback, your first reaction might be to justify or explain. Instead, listen deeply and ask clarifying questions: "Can you give me a specific example?" or "What would success look like to you?" 2. Separate intention from impact Remember that well-intentioned actions can still have unintended consequences. Focus on understanding the impact rather than defending your intentions. 3. Look for patterns across multiple sources Individual feedback may reflect personal preferences, but patterns across multiple sources often reveal genuine opportunities for growth. 4. Prioritize actionable insights Not all feedback requires action. Evaluate which points will have the greatest impact on your effectiveness and focus your energy there. 5. Follow up and close the loop Demonstrate your commitment by acknowledging the feedback, sharing your action plan, and following up on your progress. Creating a feedback-rich environment: - Model vulnerability by asking for feedback yourself - Recognize and celebrate when people implement feedback successfully - Make it routine through structured check-ins rather than waiting for formal reviews At Google, we've learned that organizations with robust feedback cultures innovate faster, adapt more quickly to market changes, and build more inclusive workplaces. Let's commit to seeing feedback not as criticism but as a valuable investment in our collective future. The discomfort is temporary, but the growth is lasting. #motivation #productivity #mindset

Your feedback process should act as a funnel, catching data from all the various sources and bringing it into a centralized location. As you get feedback from various sources, it’s helpful to be consistent in what you collect. Capturing data in a handful of key areas is particularly useful, including: >Touchpoint. What was the touchpoint, or where was the customer in their journey? For example, this could be after a repair, or an interaction with customer service. >Objective. What was the customer’s objective? For example, they wanted to get their cable working again. >Experience. What was the actual experience? The cable got repaired but it happened outside the promised window of time. >Emotional impact. What was the emotional impact of this experience? The range you establish could be very satisfied to very unsatisfied, on a scale. I’ve seen alternatives such as very happy to very frustrated. What words best capture emotion in your setting? These factors give you a solid foundation for comparing both structured and unstructured feedback. UL, a global company that provides product testing and certification, made a push to more completely capture the on-the-fly feedback their employees were hearing. They created a simple feedback form inside their CRM system. The link can be accessed quickly by any employee, anytime. For example, they can easily pull up the form from their phone and enter the customer’s feedback. Nate Brown, who spearheaded the effort, said at the time, “This is a complete game-changer in how UL understands customers.” Find more examples here: https://lnkd.in/e-t5Zs2b #customerfeedback #customerexperience #customerservice

𝐇𝐚𝐫𝐧𝐞𝐬𝐬𝐢𝐧𝐠 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐏𝐫𝐨𝐦𝐨𝐭𝐞𝐬 𝐆𝐫𝐨𝐰𝐭𝐡 One of the most effective strategies for growth and success is embracing the power of feedback. “𝐺𝑒𝑛𝑒𝑟𝑎𝑙𝑙𝑦 𝑠𝑝𝑒𝑎𝑘𝑖𝑛𝑔, 𝑛𝑜 𝑚𝑎𝑡𝑡𝑒𝑟 𝑤ℎ𝑎𝑡 𝑦𝑜𝑢'𝑟𝑒 𝑡𝑟𝑦𝑖𝑛𝑔 𝑡𝑜 𝑑𝑜, 𝑦𝑜𝑢 𝑛𝑒𝑒𝑑 𝑓𝑒𝑒𝑑𝑏𝑎𝑐𝑘 𝑡𝑜 𝑖𝑑𝑒𝑛𝑡𝑖𝑓𝑦 𝑒𝑥𝑎𝑐𝑡𝑙𝑦 𝑤ℎ𝑒𝑟𝑒 𝑎𝑛𝑑 ℎ𝑜𝑤 𝑦𝑜𝑢'𝑟𝑒 𝑓𝑎𝑙𝑙𝑖𝑛𝑔 𝑠ℎ𝑜𝑟𝑡.” – K. Anders Ericsson Seeking feedback helps a leader develop by recognizing areas of weakness and deciding how to address them. 𝗛𝗼𝘄 𝘁𝗼 𝗦𝗲𝗲𝗸 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 1) Start Simple Begin with quick surveys to gather initial insights. Three effective questions to ask are: · On a scale of 1-7, how likely are you to recommend our company? Why? · What do you like about our company? · What could be improved? By keeping the questions quick, you will easily have time to ask them, and any response may prompt a deeper conversation. 2) Add More Feedback Methods Team Meetings. Instead of asking, “What can I do better?” consider prompting, “What can the company be doing better?” to generate responses. Performance Reviews. When people are asked their opinion on the company, team, and manager, there is a greater sense of ownership. 360-Degree Evaluations. These are typically done only for the leadership team and include direct reports, colleagues, and others who engage with them. Digital Suggestion Box. Allow anonymous feedback to encourage honesty. Encourage constructive points and then show that you heard the feedback. 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Responding to feedback is just as crucial as seeking it. Address all input you receive, even when you can't implement every suggestion. Be transparent about which changes you're making and which ideas aren't feasible right now. 𝗚𝗶𝘃𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Providing effective feedback is crucial for team growth and trust. Most startup employees want to perform meaningful work and grow quickly in their roles. Effective feedback helps align employees with company goals, ensuring their hard work moves the organization forward. Follow these key principles for giving feedback: Be Candid and Constructive. Address issues while offering support for improvement. Constructive feedback always has a clear purpose. Consider the Specific Person. Tailor feedback based on the context and individual's needs. Set Yourself as the Example. Before giving feedback, demonstrate how feedback has benefited you or the company. When delivering tough feedback, support the person afterward through follow-up meetings, regular check-ins, and encouragement of their progress. By seeking and giving constructive feedback, founders can foster a culture of continuous improvement, enhance leadership, and drive business success. 𝗛𝗲𝗿𝗲'𝘀 𝘆𝗼𝘂𝗿 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: See the groups in the first comment below, choose one, and schedule a meeting with 3-5 people in the next two weeks. #leaders #founder #adapt #startups

One assessment method won’t cut it... Multi-methods unlock hidden potential. Relying on a single method misses the full picture: → It overlooks important skills and abilities. → It may lead to biased or incomplete evaluations. → It fails to identify specific areas for improvement. A multi-method approach paints a full picture: 1. Performance Reviews Deliver structured feedback to highlight growth areas. Focus on actionable steps to improve performance.     2. Surveys & Interviews Gain honest insights directly from key stakeholders. Uncover both strengths and hidden challenges.     3. Skills Gap Analysis Identify critical priorities for targeted development. Design plans to close gaps and build key skills.     4. Self-Assessments Encourage leaders to reflect on their unique strengths. Build self-awareness to fuel ongoing growth.     5. Team Discussions Foster collaboration to unlock team potential. Reveal hidden strengths within group dynamics. Mix at least three methods for real impact: ☑ Schedule regular feedback check-ins. ☑ Build impact skills like communication. ☑ Use tech for surveys and real-time data. Smart assessments drive future-ready leaders. Follow Jonathan Raynor. Reshare to help others.

As you start working with more and more stakeholders, there is a natural tendency to try accomodate every bit of feedback received. This is something we refer to as "Design by committee". It's also a surefire way to build subpar experiences by combining multiple irrelevant ideas into a single solution, rather than thinking deeply about the problem being solved and what the right solution is. Here is what the situation usually looks like: - Stakeholder A: "This competitor app is doing it that way." - Stakeholder B: "I showed this to my partner, and they didn't like it." - Stakeholder C: "Let's rethink this as it won't be clear to users." Some of the feedback above is valid, whereas other pieces are purely opinion-based, with no particular evidence or logical argument. It's your role as a designer to cut through the noise, eliminate pure opinion, debate where needed, and ultimately arrive at a solution that addresses the original problem, both for the business and the user. I have a simple decision tree I've used throughout my career as a thought process when dealing with feedback from multiple stakeholders. It boils down to four questions: 🟢 Is it clear and specific? ↳ If not, clarify it. 🟢 Is it supported by evidence or logic? ↳ If not, debate it. 🟢 Will it help us meet the objective? ↳ If not, kindly disregard. 🟢 Is it feasible? ↳ If not, save it as a fast-follow or future idea. If all the checks above are met, it's worth actioning the feedback. It still doesn't mean you have to act on every single suggestion, but it does mean you can quickly narrow down to a much smaller pool of items to consider. -- If you found this useful, consider reposting ♻️ What else have you found helpful in dealing with feedback from multiple stakeholders? Let me know in the comments 👇 PS: I'm working on a larger content piece on managing and working with stakeholders, dropping in the next few weeks. Find the link to the newsletter in the first comment.

How you receive feedback Determines how successful you become (in career and life). 4 proven tips to help you gracefully accept the gift of feedback: 1/ Listen actively Why: By approaching feedback with curiosity, you show a willingness to listen to understand (vs. to respond) the other person's perspective. How: Maintain eye contact, nod to acknowledge understanding, and wait until the person has finished speaking before responding. Remember, listening doesn't mean you agree with everything. "Thank you for sharing your thoughts on my presentation. I'm curious to learn more. Can you elaborate on the areas you think need improvement and what advice you have on how I can approach these differently?" 2/ Seek diverse perspectives Why: Asking for feedback from different people gives you a clearer picture of what you’re doing well and where you can improve. Plus, it helps you spot patterns in how others see your work. How: After receiving feedback on risk management from one person, reach out to others for additional perspective. "I'm looking to improve the quality of my risk management and reporting within my program. Do you have any advice for me in this area? Your input will help me de-risk execution and provide more accurate representation to stakeholders." 3/ Take time to process and reflect Why: Feedback can sting at first contact. Taking time to process it helps you manage your emotional response and consider it objectively. You can then identify key takeaways and develop a plan for implementing changes. How: "I appreciate your feedback on my communication style. I want to take some time to reflect on your suggestions and consider how to incorporate them into my interactions with the team. Can we schedule a follow-up meeting to discuss my action plan next week?" 4/ Express gratitude and close the loop Why: Expressing gratitude shows that you value the person's time and effort in providing feedback. Following up proves you’re serious about improving. How: "Thank you for sharing your feedback on my project estimations. Your input on factoring dependency review timelines has given me valuable perspective. Attached is the revised proposal based on your suggestions. I welcome any additional feedback you may have." PS: Feedback is not all-or-nothing. Even if you don't agree with everything, there's usually something valuable to take away. PPS: How gracefully you handle feedback directly correlates with whether others will give it to you (again). Image Credit: Roberto Ferraro

I got feedback that I smile too much. And I got feedback that I don’t smile enough (I don’t believe this, but ok). I got feedback that I need to speak up in meetings. And I got feedback that I need to shut up more in meetings (this makes sense) I got feedback that I say sorry too much. And I got feedback that I don’t apologise enough (sorry). I got feedback from some random on LinkedIn saying they like the stuff that I write. And that same week I got feedback from some other random that I “have no idea what I’m talking about and should rethink my career choices”. 💁🏼♀️ So, what do you do when you get conflicting feedback? As someone who leans heavily towards self-criticism and overthinking, it’s hard to work out what feedback is worth applying. There’s a risk of overcorrecting based on the loudest voices. So, one thing I’ve done is write a list of people whose feedback I really care about. My husband. My team. My mentors. People who are smarter and less emotionally reactive than me. When I get conflicting or confusing feedback from people who are ‘off the list’, I run it by my people on the list. I ask questions like: - What’s your take on this? - What am I missing or not seeing? - Could I have a blind spot in this area? - What would you recommend I do with this feedback? - And is this guy on LI an absolute goose? The answer to the last one is yes. But the answers to the ones before can vary.  Most feedback is worth hearing. But not all feedback is worth applying. When you have smart people in your corner who care about you, tell you hard truths and help you confront your blindspots, you start to remove the noise and can work out how to best apply constructive feedback, without overcorrecting or underplaying it. #feedback #leadership #HR

You asked for interview feedback. They said you "weren't technical enough," or "didn't show enough passion." You left confused. What does that even mean? Feedback is always filtered through that company's lens. And it is always tied to one company, one hiring manager, one interview team, and one moment in time. One hiring manager's "too direct" is another's "finally, someone honest." So why ask for it? Because patterns matter. Worst case, you learn nothing. Best case, you spot the pattern that changes everything. If one company says you ramble in answers, maybe that's their style. If five companies say it, you ramble. One rejection tells you about them. Five tell you about you. The feedback isn't gospel. It's a data point. Collect enough, and you'll spot what's actually holding you back versus what's just a bad match. Don't take one company's opinion as truth. But don't ignore the pattern when it shows up three times in a row. Article: https://lnkd.in/dT2UPj63

“I have no idea if this is what they want me to do. I barely get any feedback.” This is a statement I often hear from leaders in my coaching calls, even those at a senior level. Research shows that the higher you rise in an organization, the less feedback you tend to receive. As you rise, there are simply fewer people in the organization who can guide you on your next steps. I wrote about this for Fast Company. Here’s what you can do about it: 1️⃣ Ask for advice instead of feedback. People sometimes hesitate to give feedback, but most people love giving advice. Recent research finds that framing the ask as advice helps reviewers focus on future-oriented, tangible suggestions instead of only dwelling on past performance. 2️⃣ Nurture psychological safety. Model vulnerability. Explicitly invite input and questions from everyone. Call out where you saw yourself needing improvement. 3️⃣ Avoid vague questions. Instead of saying, “I want to improve my presentation skills,” you can instead lead with, “I want to improve my presentation flow for clarity and brevity.” 4️⃣ Be intentional about your circle. Leaders often end up surrounded by similar perspectives, which reduces the likelihood of honest challenge. As you gain more visibility, seniority, and decision-making ownership in your organization, feedback will flow differently to you. You have to cultivate it intentionally, with clarity and from a new circle of sources. How have you sourced feedback differently as you’ve advanced?