You’ve just wrapped up a project update when your manager pulls you aside and comments, “You did well, but you rushed through the details.” The words stay with you. At first it feels like criticism, but later you realise you have a choice to make. You can see it as criticism, a knock to your confidence, or as an insight you can use to fuel your professional development.
Let’s take a look at how you can ask for, respond to and act on feedback in ways that support both your development and your career.
Asking with intention
Feedback is far more useful when you seek it out, but the way you ask shapes the quality of the response. A broad request for general feedback will often lead to a vague reply. Try narrowing the focus: “Could you tell me how clear my report was?” or “What’s one thing I could do differently in client meetings?” By being specific, you make it easier for others to give practical advice, and easier for you to act on it.
Responding with perspective
It’s common to feel defensive when someone gives you feedback, but reacting in the moment rarely helps. Instead, focus on listening without interruption, acknowledge their effort with thanks, and give yourself some breathing space. Once any initial emotions have settled, you’ll be in a better position to decide which parts of the feedback are valuable and which can be set aside.
Not every comment deserves equal weight. When specific, constructive and offered with positive intent, feedback can be invaluable. However, other comments may be clouded by personal preference rather than objective assessment of your performance. The skill lies in learning to tell the difference while still acknowledging the effort someone has made to share their view. It’s equally important not to dismiss negative feedback outright or get swept up in positive comments; both can offer insights if approached thoughtfully.
Developing a growth mindset
The way you interpret feedback depends on your mindset. A fixed mindset frames ability as something set in stone; feedback then feels like proof of your limits. A growth mindset treats ability as something that can be developed where feedback becomes a roadmap.
When you approach feedback with curiosity, asking What can I try differently next time?, you’re more likely to grow, adapt, and succeed. This shift doesn’t mean ignoring mistakes, it means using them as stepping stones.
Turning feedback into action
Feedback has real value only when you apply it, setting clear goals and outlining practical steps. If you’ve been told to slow down in presentations, your goal might be to pause after each key point. If you’ve received feedback about building stronger relationships, you might commit to regular catch-ups with stakeholders.
Tracking progress matters too. By measuring changes, whether it’s through self-reflection, colleague input, or visible improvements, you create accountability and momentum. Over time, this shows others that you’re not just open to feedback, but are willing to put it to constructive use and better your professional performance.
Seeing the bigger picture
Lastly, remember that feedback doesn’t just come in words. A colleague’s hesitation to collaborate or a manager’s body language can be signals too. Pay attention to these indirect cues, and if something feels unclear, don’t be afraid to ask.
At the same time, don’t let a single opinion define your direction. Make sure to ask for feedback from a range of sources and look for common threads in their responses. When several people highlight the same theme, that’s where real opportunities for growth become apparent.
Feedback may never feel entirely comfortable. But when you ask with intention, respond with perspective, and adopt a mindset of growth, it becomes one of the most powerful tools you have; not just for improving performance, but for shaping stronger connections and a more confident career path.
If you’re ready to build on your strengths and develop new ones, explore UTS Open’s range of short courses and microcredentials designed to help you grow in your career.
