Feedback as a basis for learning

Ask about a specific example of the skill

Zuzana is learning to explain a new work procedure. One colleague says her explanation had too much detail; another says it left out steps. That doesn’t necessarily mean either of them is wrong. An experienced colleague may only need to know what’s changed from the old procedure, while someone new may also need the basic context. Without that information, the general advice “be more concise” is incomplete.

When asking for feedback, find out about the specific situation, the expectation, and the difference the other person observed. Zuzana could ask which part didn’t make it clear what the listener should do. That answer would help her adjust the explanation and try again. Praise or criticism without an example gives her less of a basis for choosing a specific change.

Choose one thing to practice. You don’t have to redo your entire approach every time someone gives you feedback. Next time, Zuzana could first explain the purpose of the procedure and then demonstrate one example. On her next attempt, she can check whether the listener can identify the next step. Simply reading a piece of advice doesn’t test whether she can put it into practice.

Also consider the experience of the person giving feedback and whether they’ve seen a relevant situation. You don’t have to accept every opinion. But don’t dismiss useful feedback just because it feels uncomfortable. Other people can support your learning, but deciding on the goal and the extent of the change should remain a matter of your own judgment and responsibility.