How can you use feedback to build a stronger relationship with your mentor?

Your relationship with a good mentor should be one of continual review on each piece of work. Not necessarily at the end but beginning middle and end so you don't go down a blind alley. They should be spending time each day making sure your on the right track and helping you to develop and grow, identifying training opportunities both internally and externally

Sending and receiving regular feedback helps take corrective measures and can not only build relationships and avoid misunderstandings but also accelerate teams performance.

I’ve been on both side of the chart. I suggest you don’t waste each other’s time. Build a relationship with your mentor and follow up regularly and constantly. Don’t wait to ask a question or for advice. Be informal with each other unless you are in front of others. There is a time to be formal and respectful. This is just a suggestion and has worked for me. Different people and fields can vary.

Feedback is a powerful tool in any relationship, especially in a mentorship. Here's how you can use it to strengthen your bond with your mentor: Be Open to Feedback: First and foremost, be open to receiving feedback. Show that you value your mentor's insights and opinions. Being receptive to constructive criticism demonstrates your willingness to learn and grow. Seek Regular Feedback: Don't wait for feedback to come to you. Ask for it regularly. Request specific feedback on areas you want to improve upon or topics you're working on. This shows initiative and dedication to your growth.

My experience tells me that between the mentor and the mentee, should be the mentor to lead the process. Looking back to my academic and professional background, the mentors that I valuable the most are the ones that showed a lot of interest in my work and my tasks. As a mentor, I have the experience to influence more the mentees that I gave more attention. The mentor should have a lead role and he is the one that should seek more the feedback from the mentee.

As a mentee receiving feedback from a leader, I recognize the significance of their time, making every interaction with them valuable. In light of this, I approach feedback sessions with a keen sense of active and respectful listening, understanding the importance of gleaning insights from their experience. I prioritize incorporating the lessons shared into my leadership style, viewing each piece of feedback as an opportunity for growth. I particularly appreciate thought-provoking questions posed by my mentor, such as "What outcome do you aim to achieve?" These inquiries stimulate introspection and guide me in refining my leadership approach.

The best leader I had did the opposite - she asked thought provoking questions like ‘what did you do well this year? What could you improve on?’ Then proceeded to listen to and respect the answers I gave. Along with having our own ability to seek and hear feedback, it is far better received when our leader knows the art of asking the right questions then listening intently. When the answers come, the leader can then make insightful suggestions around what is said, which is far more effective as the improvement ideas come from the student, not the teacher. This leaves the person far more empowered and the mentor is perceived less as a dictator and more as an actual mentor.

Active and respectful listening is a cornerstone of any strong relationship, especially in a mentorship dynamic. Here's how it can significantly contribute to building a stronger connection with your mentor: Demonstrates Respect: Active listening demonstrates that you value your mentor's input and perspective. Enhances Understanding: When you listen actively, you understand your mentor's guidance and advice more comprehensively. Encourages Open Communication: Active listening fosters an environment where both parties feel comfortable expressing their thoughts and opinions. Strengthens Relationship: When your mentor feels heard and understood, it strengthens the bond between both of you.

Aqui estão algumas dicas (que eu sigo) para praticar a escuta ativa ao receber feedback: - Mantenha uma Mente Aberta; - Controle suas Reações Emocionais (evite respostas impulsivas, concentre-se na mensagem); - Evite Interrupções; - Faça Perguntas Clarificadoras; - Demonstre que você está atento e ouvindo a mensagem; - Reformule a Mensagem, se necessário, para garantir que você a entendeu corretamente; - Agradeça o Feedback; - Não leve para o lado Pessoal: - Defina um Plano de Ação; - Aprenda com o Feedback.

Give many opportunities for understanding my mildly professional and create a personal development It’s also biggest challenge for new students and young professionals as me and others

Receive Feedback: Accept feedback openly without an immediate emotional response. Seek Clarification: Ask for clarification if any aspects of the feedback are unclear. Self-Assess: Reflect on your performance in line with the feedback. Evaluate your agreement or disagreement with it. Action Plan: Create a clear plan with achievable goals based on the feedback received. Implement Changes: Act on the feedback by making deliberate changes and improvements. Track Progress: Monitor your progress regularly and adjust your plan as needed. Request Follow-Up: Ask for follow-up discussions to review your progress and seek further guidance. Stay Open to Feedback: Remain open to ongoing feedback for continuous growth and improvement.

In my experience, reflecting and acting on feedback is an essential step towards personal and professional growth. Some of the steps i have found helpful include but not limited to, Take time to digest the feedback and identify the key points. Understand both the strengths highlighted and areas for improvement. Acknowledge the lessons learned and insights gained from the feedback. Be open to acknowledging aspects that need improvement and those you performed well. Consider how the feedback can be applied to your ongoing and future projects. Develop a plan of action based on the feedback received and set measurable goals. Share your action plan with your mentor and seek support. Always keep an open line of communication with your mentor.

Aceitar o feedback é o primeiro passo para a mudança. Não espere pelo feedback final, pois pode implicar perda de tempo. Os feedbacks parciais funcionam muito bem no alcance das milestones.

Debe haber una reacción en base a lo aprendido, y una forma de demostrarlo es que nuestras acciones lo hagan. Si no hay muestra de los conocimientos adquiridos, y se retroalimenta a otras personas, se pierden esos conocimientos.

Mesmo que não lho peçam ou lhe possa parecer que não há receptividade para tal, dê feedback. A comunicação requer troca de informação, pontos de situação e por vezes recuos e novos caminhos.

O feedback é um instrumento poderosíssimo, sempre que usado com compromisso e propósito, numa óptica de melhoria contínua, torna-se um companheiro indispensável da comunicação e nos relacionamentos interpessoais. Não esquecer que o feedback é bilateral e que para o saber usar de forma eficaz, um dos primeiros grandes desafios é saber ouvir e estsr disponível para aceitar a opinião de outrem, sem julgamentos.

The process for upward feedback should also follow the structure as the feedback from the mentor to the mentee. Making the upward feedback less structured can create the perception of it being taken less seriously. In my experience upward feedback is extremely appreciated and also wanted.

This is a key one for me. A good mentor-mentee relationship is a two-way street where both of you feel like you are getting something out of it. As with all these kinds of relationships, open and honest conversation and feedback will help to build, improve and nurture the relationship. If you don't like something in their mentoring style or prefer to communicate in a certain way then it is important your mentor knows this.

In the current scenario no mentor is ready to listen his/her junior specially if it is regarding good advice all want to prove themselves right specifically mentors which I have already seen with last 2 organisation but still all people are not same there is always someone in your office who listens to you in both ways and due to that working culture employees enjoy doing work. In my case I have on senior person who is 78 years old in my office and still he is guiding me well.

As a mentee, it’s our responsibility to be open and honest with our mentors. There’s no room for people pleasing or inauthentic exchanges about the state of our efforts towards goals for the fear of “letting them down.” The result of such raw and honest conversations is the opportunity to hear feedback based on objectivity and encouragement. Feedback that can uncover that missing piece or ignite motivation towards that finish line.

How a mentee handles a mentor feed back is something that determines your relationship with your mentor. Taking negative feedback’s personally affect your enthusiasm towards what you are working on and put you at conflict with yourself. Feedbacks are not given to destroy our dreams but rather to see things from other people’s perspectives and how it can make our work more meaningful and productive.

O feedback positivo é mais facilmente recebido. Já o feedback negativo pode ser mal interpretado. Ambos são importantes e devem ser aplicados, com sensibilidade e bom senso.

Lidar com feedback vago ou fraco pode ser desafiador, pois a falta de clareza pode deixar você se perguntando como implementar melhorias específicas. Penso em algumas estratégias possíveis: - Peça Especificações Adicionais, não hesite em pedir mais detalhes; - Solicite Exemplos Concretos; - Busque Feedback adicional de Outras Fontes; - Demonstre Iniciativa na Melhoria, independentemente da qualidade do feedback; - Comunique sua abertura para Feedback. Transformar essa experiência em oportunidade de aprendizado e aprimoramento pessoal é fundamental. Ao buscar esclarecimentos, definir metas e demonstrar uma atitude proativa, você pode transformar feedback aparentemente vago em um guia útil para o crescimento.

Celebrating a win (small or big) is a positive step for a mentee and mentor. This could mean that the communication and joint work has led to some successful outcomes. Nevertheless, a mentee needs to come up with another response such as "Can I do it better next time? And how?".

A mentor never gives up of the mentee! I had a personal experience with my final work for my degree in the university that I would like to share. My mentor worked side by side with me, but at a certain point she had to leave the place where we were working together. However, she never stopped helping me finishing my final work. We had just to rearrange our meetings and to reorganize the work since she was not every day with me. In conclusion, considering the situation itself, the mentor did her job perfectly adapting to a new situation and maintaining the support to the mentee. The mentor can really make a difference despite all the difficulties surrounding the work.

Encourage Openness:- Create an environment where both parties feel comfortable sharing thoughts and concerns. Encourage your mentor to also provide feedback on how the mentorship is working for them.

Feedback is mentally and time consuming. While its super important to seek and give feedback to strengthen your relationship with your peers, try to be specific about what you want to get out of it so you can be efficient with everyone's time. For example, seeking feedback with questions such as "what do you think about me?" Or "what do you think about my work" might not be specific enough, while questions like "I have been trying to communicate more clearly lately, do you feel that this is helping us understand each other better?" can give you more of an understanding of what should be emphasised and what should be avoided.

Uma pergunta muito frequente é: Como pedir feedback ao meu mentor? Uma das formas de pedir é transmitir a mensagem de que está trabalhando para melhorar as habilidades na área "X" e pedir sugestões ou observações que possam ajudá-lo nesse processo. Também, para um feedback construtivo, é demonstrar que você está aberto a críticas, perguntando se há algo que você possa fazer de forma diferente ou melhor.

Build a strong relationship with your mentor by actively seeking and applying feedback. Show openness to constructive criticism, express gratitude, and regularly check in to discuss progress. Share your career goals and demonstrate initiative in seeking targeted feedback. Create a two-way feedback loop, follow up on previous discussions, and approach the relationship with humility and appreciation.