Feed-off Feedback: A Tech Leader's Guide to Professional Development

We delve into understanding feedback types, fostering open team cultures, and proactive feedback-seeking strategies. It outlines managing negative feedback, implementing growth plans, and building feedback-driven cultures.

Feed-off Feedback: A Tech Leader's Guide to Professional Development
Building healthy feedbacl process in organization

As experienced software engineers working at tech companies with aspirations to grow into engineering leadership positions, it is crucial to develop skills beyond technical expertise. One of the essential aspects of professional and personal development is the ability to leverage feedback for growth. In this blog, we outline tactics, examples, and actionable steps to help you cultivate a proactive approach to self-improvement through feedback.

Understanding Feedback

Feedback is crucial information provided by others regarding aspects of your performance, attitude, or other work-related factors. It comes in various forms, such as positive feedback, which highlights strong points; constructive feedback, aimed at identifying areas for improvement; and unsolicited feedback, which may be offered without being requested. Feedback serves as an essential tool for growth, allowing individuals to recognize their strengths, weaknesses, and areas for improvement.

Creating a Safe Space for Open Feedback

8 Things to consider for creating safe space for open feedback

A strong foundation of trust and openness within your team is key to fostering a culture of feedback. Encourage open communication and active listening among team members by creating opportunities for dialogue, sharing personal experiences, and setting ground rules for respectful engagement. Establishing a safe space for feedback leads to more genuine communication, enabling team members to grow together and support each other's development.

Techniques for Soliciting Feedback Proactively

To develop a proactive approach to self-improvement, solicit feedback from teammates, peers, and upper management. Adopt strategies such as framing feedback requests around specific tasks or projects, and conducting regular 'check-ins' with team members to gather input on your performance. Additionally, use regular performance evaluations to objectively assess your progress and identify areas for growth.

Practicing Self-reflection to better Insight self-feedback

Self-awareness is pivotal to personal growth. Periodically practice self-reflection to evaluate your strengths, weaknesses, and areas for improvement. Engage in journaling, mindfulness techniques, or personal development exercises to enhance self-awareness. Cement your growth by combining insights garnered from self-reflection with external feedback, creating a holistic development plan.

Dealing with Negative and Unhelpful Feedback

Negative feedback can be daunting but approaching it with a growth mindset allows you to learn and develop from the experience. When faced with unhelpful feedback, seek clarification, gather additional perspectives, and if credible, devise a plan for improvement. Use negative experiences as learning opportunities, helping you avoid future pitfalls and bolster overall growth.

Dos and Donts about utilizing feedback for self growth as a leader

Implementing and Evaluating a Growth Plan

After collecting feedback and conducting self-reflection, define tangible goals and create a plan for improvement. Develop metrics, KPIs, or milestones to track your progress and objectively measure success. Periodically revisit your growth plan, gauge your development, and make adjustments accordingly to maintain alignment with professional aspirations and evolving organizational objectives.

Building a Feedback-based Culture within Your Organization

As an engineering leader, cultivate a feedback-based culture within your organization by modeling openness to feedback and demonstrating its impact on your growth. Education and empowerment of team members to implement feedback-driven practices are critical for fostering a culture centered on continuous improvement. Organizations that nurture a proactive self-improvement approach witness increased productivity, employee satisfaction, and innovation over a long term.


In conclusion, understanding the importance of feedback, creating a safe space for open communication, practicing self-reflection, dealing with negative input, and building a culture of feedback within your organization are some of the key aspects of developing a proactive approach to self-improvement. By focusing on these areas and diligently applying feedback for growth, engineering leaders and their teams can unlock their potential and achieve unparalleled success in the ever-evolving tech landscape. Remember, personal and professional growth is a continuous journey that thrives on the transformative power of leveraging feedback proactively.

Action Items: How to UP your feedback game as a tech leader

  1. Equip with Trustful Openness: Act as a role model demonstrating openness to feedback. By accepting and valuing feedback openly, you create an environment where everyone entrusts feedback as part of organizational culture.
  2. Develop Feedback Agility: Regularly solicit feedback and become adept at understanding its diverse types. This keenness concentrates you on your growth than ever before.
  3. Deep-Dive into Self-reflection: Immortalize the habit of journaling and mindfulness techniques. It’s beyond generic self-reflection. Juxtapose these insights with external feedback for a balanced growth map.
  4. Foster Genuine Communication: More than just encourage, orchestrate scenarios inducing two-way communication. Prioritise active listening and respectful dialogue within your team. Make sure communication forms the backbone of your feedback culture.
  5. Engineer Impactful Stories: Extract lessons and growth stories from past feedback. Sport them as spotlights within team discussions. The goal is always to inspire and demonstrate feedback’s power, creating a constructive halo effect within the team.

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