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Hi {{ Name | there }},
If there’s one dreaded word in the corporate world, it has to be feedback.
If I’m honest, the word feedback used to sound like the principal’s office early in my career.
When someone said, “Can I give you some feedback?” my brain immediately jumped to, “Uh oh… what did I do wrong?”
I’d replay the moment for hours, imagining the worst.
But over time, I started noticing something interesting.
The leaders I admired most (the calm, respected, influential ones) were the first to ASK for feedback (sometimes even from me).
I wondered what it is that they know about feedback that I didn’t.
The thing is, the best leaders don’t see feedback as criticism.
They see it as data.
It’s these priceless insights that help them grow faster than everyone else.
That’s why I’ve made feedback the cornerstone of my career growth.
Here are my favorite hacks to get feedback that actually moves the needle:
(If you’d like to learn more, read my First Round article on how to be a feedback magnet.)
#1 Ask early (not just during reviews)
Don’t wait for the annual performance review. That’s when it’s too late to course-correct.
Ask for feedback in the moment- after a project presentation, a tough meeting, or a client call.
You can say:
“Hey, I’d love to hear your thoughts. What worked well and what could I improve next time?”
It shows confidence, openness, and ownership.
#2 Don’t only ask your manager
Feedback from peers, cross-functional partners, and direct reports gives you a 360° view of your impact.
Try this line:
“I really value your perspective. Is there anything I could do differently to make collaboration smoother?”
You’ll be surprised by how much credibility this builds.
#3 Make feedback a habit, not a one-time event
The best leaders don’t wait for feedback; they build it into their workflow.
They ask small, specific questions that make feedback easy to give and act on.
Examples:
“Was there anything I could have explained more clearly in that meeting?”
“What’s one thing I could do to make our next project run even smoother?”
Small, consistent check-ins > one big performance review.
Here’s a great example of how it works:
One Career Mama member began asking her manager for one quick line of feedback after each presentation.
She used the insights to change how she structured her slides and how she opened talks. Her manager noticed the difference in clarity and curiosity. A few weeks later, he asked her to lead a high-stakes client pitch.
Each piece of feedback made her feel a little braver about showing up. And that confidence was what her manager noticed most.
When you ask for feedback, you’re not showing weakness; you’re showing commitment to growth.
Feedback has helped me build trust, strengthen relationships, and become the kind of leader people love working with.
If you do ask for feedback this week, do write back and let me know how it goes.
Cheers,
Shivani
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