Feedback Seeking

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People do not simply wait around for the annual performance review to figure out how they are doing in organizations.

Rather, they seek feedback in 2 ways: they may read others’ actions and body language and infer a message and hey also sometimes explicitly ask others for feedback. We have studied what makes people do more or less of this, how others read these actions (does it creative a negative or positive impression) and what outcomes it predicts. Feedback seeking is a fascinating process because it involves seeking information that might hurt (our egos) but is so useful in adapting to an environment and leading well; it is prone to individual error as we read messages incorrectly based on our prior beliefs or cultural cues; and it can be an integral part of living out a growth mindset. People doing tasks that are subjectively evaluated (like leading), especially need to seek feedback to grow and to be effective.

rELEVANT puBLICATIONS

 

To Seek or Not to Seek: Is That the Only Question?

Annual Review of Organizational Psychology and Organizational Behavior, 2016

Proactive Feedback Seeking: The Power of Seeing Yourself as Other See You

In Experience‐Driven Leader Development, 2013

 

Feedback, Goal-Setting and Task Performance Revisited

In New Developments in Goal Setting and Task Performance, 2012

 
 

The Feedback Environment: An Exploratory Study of Cue Use

Journal of Organizational Behavior, 1993

 

Feedback as an Individual Resource: Personal Strategies of Creating Information

Organizational Behavior and Human Performance, 1983