When I first started my career, feedback was the part I dreaded most. I’d sit there in review meetings, smiling politely on the outside, while inside I was defensive, anxious, sometimes even furious. Every comment felt personal. A verdict on my worth. Being one of the few women in the room only amplified that feeling. I thought I had to be flawless all the time just to be taken seriously.
But here’s the truth I eventually learnt: feedback isn’t a judgement. It’s information. And information is power.
The Shift
Fast-forward more than a decade. New career. A little wiser. Definitely more tired (if you’re a parent, you know what I mean). Somewhere along the way, something changed. I stopped hearing feedback as criticism. I started hearing it as: “I see your potential. I want to help you get there.”
That realisation changed everything. Instead of avoiding feedback, I began asking for it, acting on it, and growing because of it.
Why did that shift happen? I’ve thought about this a lot. Maybe it was moving into a different industry, one where I felt safer to experiment and fail. Maybe it was finally meeting leaders who didn’t just point out flaws but showed me how to fix them, people who genuinely wanted me to succeed. Or maybe it was just time and experience teaching me that being perfect isn’t the price of belonging.
Whatever the reason, that shift unlocked growth I didn’t know was possible. It turned feedback from something I feared into something I craved.
Why Feedback Matters in Data
In data, feedback isn’t optional. Our dashboards, reports and models aren’t art pieces, they’re tools for decision-making. If something isn’t clear, if stakeholders can’t find what they need, then no matter how “beautiful” our work looks, it’s failing its purpose.
A single piece of honest feedback can save weeks of wasted effort. It can turn a confusing chart into one that sparks action. It can push us to re-examine old habits and discover better ways of doing things.
If Feedback Still Feels Uncomfortable
First: it’s completely normal. If feedback sparks anxiety or defensiveness, you’re not broken. But you can take some control over how you receive it. One approach I use (and still use today):
Ask for feedback in a structured way. Instead of a vague “any feedback?”, try:
- What’s something I haven’t done yet that you think would improve my impact?
- Was there anything I did that didn’t land well?
- What did you find effective or engaging that I should definitely keep doing?
This approach is is a variation of the well-known Start, Stop, Continue feedback model, which encourages reflection and constructive feedback by focusing on three areas:
- Continue: Positive actions or behaviors to maintain.
- Start: New actions or behaviors to begin.
- Stop: Actions or behaviors to discontinue.
(You can find more details about this feedback method here)
Framing it this way makes feedback feel like data points, not attacks. It gives your brain something to process logically, rather than spiralling emotionally.
Do the Internal Work Too
The truth is, even with structure, feedback can still sting. And that sting is worth exploring:
- “Why does this hurt so much?”
- “What story are you telling yourself?”
- “Is it the feedback itself… or an old wound it’s pressing on?”
When we address that root cause, those hidden insecurities or the pressure to always be perfect, we free ourselves to hear feedback for what it really is: a gift.
Final Thoughts
These days, feedback isn’t something I avoid. It’s something I lean into. Not a verdict on who I am, but an opportunity to grow.
Because the truth is this: feedback is one of the fastest accelerators of progress. It doesn’t threaten my worth anymore, it strengthens it. It feels less like an enemy and more like an ally.
And once you start seeing it that way, the question changes from “What if I fail?” to “What can I learn from this?”
Thank you for joining me on this journey. Until next time, let’s keep crafting accessible insights that make a difference!
