WEBVTT - The New Corner Office: Seek out feedback 

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<v Speaker 1>Look for your children's eyes, and you will discover the

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<v Speaker 1>true magic of a forest. Find a forest near you

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<v Speaker 1>and start exploring it. Discover the Forest dot org. Brought

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<v Speaker 1>to you by the United States Forest Service and the

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<v Speaker 1>AD Council. What Girls in the Forest, our imagination and

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<v Speaker 1>our family bonds. The forest is closer than you think.

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<v Speaker 1>Find a forest near you and discover the forest dot org.

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<v Speaker 1>Brought to you by the United States Forest Service and

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<v Speaker 1>the AD Council. What Girls in the Forest, Our imagination,

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<v Speaker 1>and our family bonds. The forest is closer than you think.

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<v Speaker 1>Find a forest near you and Discover the Forest dot org.

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<v Speaker 1>Brought to you by the United States Forest Service and

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<v Speaker 1>the AD Council. Good morning, This is Laura. Welcome to

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<v Speaker 1>the New Corner Office, the podcast where we share strategies

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<v Speaker 1>for thriving in the new world of war, where location

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<v Speaker 1>and hours are more flexible than in the past. Today's

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<v Speaker 1>tip is to seek out more feedback, especially when you're

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<v Speaker 1>working remotely. As anyone who's ever sweated while waiting for

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<v Speaker 1>a teacher to return a test can tell you, getting

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<v Speaker 1>feedback isn't always fun. Putting yourself out there and waiting

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<v Speaker 1>to hear what others think. Of your best efforts can

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<v Speaker 1>be mildly stressful at best and downright terrifying at worst. However,

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<v Speaker 1>plenty of research and common sense tells us that actively

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<v Speaker 1>seeking out feedback can help us perform better at our jobs.

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<v Speaker 1>People who seek out feedback tend to be more creative,

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<v Speaker 1>and our scene is more effective by their peers and

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<v Speaker 1>supervisors and direct reports. No matter how advanced you are

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<v Speaker 1>in your career, there are always places to improve. Remote

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<v Speaker 1>workers in particular, can become somewhat isolated and stuck in

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<v Speaker 1>our own routine teens, and we generally talk less to

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<v Speaker 1>others during the work day, so we get less casual feedback.

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<v Speaker 1>In a recent episode, I mentioned that managers should commit

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<v Speaker 1>to doing virtual hallway coaching impromptu guidance after any teachable event.

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<v Speaker 1>But in case your supervisor isn't listening to this podcast, well,

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<v Speaker 1>you'll need to actively seek out such feedback. The good

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<v Speaker 1>news is that doing so isn't rocket science. The best

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<v Speaker 1>way to ask for feedback is to ask, Yes, these

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<v Speaker 1>requests can feel awkward, but so what feel the nerves

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<v Speaker 1>and do it anyway. Send the person you'd like feedback

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<v Speaker 1>from a friendly email and let them know that you'd

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<v Speaker 1>like to set up a quick check in meeting to

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<v Speaker 1>discuss your performance. You can also just pick up the

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<v Speaker 1>phone and call, or ask if the other person can

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<v Speaker 1>stay on the line after your next video conference. While

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<v Speaker 1>people tend to most want feedback from their supervisors, don't

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<v Speaker 1>discount colleagues. They can see how you lead meetings or

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<v Speaker 1>how you explain ideas to clients. They might have thoughts,

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<v Speaker 1>so ask as you ask, remember that specific questions are

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<v Speaker 1>most helpful. If you were truly in hot water, you

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<v Speaker 1>would probably know that. So if nothing terrible is going on,

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<v Speaker 1>the question how am I doing is most likely to

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<v Speaker 1>elicit a great and while nice, that doesn't give you

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<v Speaker 1>much to work with, So instead try questions like our

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<v Speaker 1>clients seemed a little distracted on that last call. What

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<v Speaker 1>do you think I could have done differently to keep

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<v Speaker 1>him more engaged? Or I'm working on making my presentations tighter.

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<v Speaker 1>Could you look at three slides with me and give

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<v Speaker 1>me some pointers. While feedback is generally helpful, remember that

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<v Speaker 1>it is not infallible. If you disagree with someone's suggestions,

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<v Speaker 1>that's fine. You can thank the person for the feedback

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<v Speaker 1>and then do what you wish with their thoughts. This

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<v Speaker 1>is one reason I suggest soliciting a lot of feedback.

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<v Speaker 1>Any One comment is what it is. If you keep

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<v Speaker 1>hearing the same thing over and over again from many people,

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<v Speaker 1>well that's probably worth investigating. So whenever you get feedback

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<v Speaker 1>from someone, see if you can arrange this more regularly.

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<v Speaker 1>You and a colleague might check in with each other

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<v Speaker 1>every week to compare notes. Hopefully your boss does regular

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<v Speaker 1>one on ones with you, but if she doesn't, well

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<v Speaker 1>ask to have them and come to each of these

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<v Speaker 1>chats with prepared questions or work in hand for her feedback.

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<v Speaker 1>She'll quickly see how useful these sessions are, which will

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<v Speaker 1>probably encourage more such behavior in the future. Hearing feedback

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<v Speaker 1>that isn't a hundred percent positive can be jarring, but

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<v Speaker 1>rather than fret about this, try to see it as

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<v Speaker 1>an opportunity. Olympic athletes and professional musicians get feedback all

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<v Speaker 1>the time. That's why they're so good at what they do.

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<v Speaker 1>So seek out feedback whenever you can. And your future self, well,

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<v Speaker 1>thank you. Probably your boss, well thank you too. In

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<v Speaker 1>the meantime, this is Laura, thanks for listening, and here's

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<v Speaker 1>the succeeding in the new corner office. The new Corner

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<v Speaker 1>Office is a production of I Heart Radio. For more podcasts,

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<v Speaker 1>forest is closer than you think. Find a forest near

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<v Speaker 1>you and discover the Forest dot Org. Brought to you

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<v Speaker 1>by the United States Forest Service and the AD Council