3 Ways to Unlock the Power of Actionable Feedback

The responsibility for turning feedback into growth for you and your team falls on you, even when that guidance is vague and unclear…

Vague feedback (“You need to be more strategic” or “You need to improve your communication”) is not only annoying but difficult to act on. Without specifics or concrete examples, you’re left guessing what success looks like and at a loss for what changes to make. 

For multiple reasons, you cannot afford to let vague feedback stand. Writing in the Harvard Business Review, Melody Wilding, executive coach and author of Managing Up, says “The lack of clarity trickles down to affect your team’s priorities, slows decision-making, and creates confusion across the organization.” 

Here are 3 things you can do to manage the vague feedback you receive:

• Ask better Questions: More specific questions get more specific answers. Instead of, “How am I doing,” try, “What is one thing I could have done differently?”
• Guide Them Toward Your Goals: If your manager knows what skills you’re working on and why their feedback matters, they’re more likely to provide a thoughtful response.
• Present Binaries: When you present your manager with two clear options, it enables them to compare. Ask, for example, “Would you prefer I handle the negotiations myself or consult you before the final decision?”

Do you think the feedback you get is specific enough, and, if not, what are you doing about it? To join the conversation, click on "comments" below.

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