When Practice Alone Isn't Enough
Mindlessly repeating a task, whether it's solving a coding problem, writing a press release, or analyzing a case study, often leads to a plateau. Without guidance, we risk reinforcing bad habits or failing to see the gap between our current ability and
what is required professionally. The idea of 'deliberate practice', popularised by psychologist Anders Ericsson, argues that it's not the quantity of practice but the quality that matters most. This focused, intentional approach requires pushing past your comfort zone and, most critically, receiving feedback to guide your adjustments. In a professional context, this means moving beyond just 'doing the work' and starting to analyse how the work is done. It is this analytical process, fuelled by external input, that accelerates skill development.
What Makes Feedback 'Structured'?
Structured feedback is not a vague 'good job' or an unhelpful list of complaints. It is a methodical approach to providing information that is specific, actionable, and focused on future improvement. Unlike improvised comments, which can feel personal and reactive, structured feedback is based on observable facts and clear criteria. For example, instead of saying, 'Your presentation was confusing,' structured feedback would sound more like: 'Your main argument was strong, but let's work on adding a summary slide with key takeaways to ensure the audience can follow your final points.' This type of feedback is a technical alignment tool that helps close the gap between what's expected and what's being delivered. It can come from a variety of sources, including managers, mentors, coaches, or even peers in a formal review process like a 360-degree assessment.
From the Classroom to a Career
Academic environments are excellent for building foundational knowledge, but the workplace demands a different set of skills—like applying theory to ambiguous problems and collaborating with diverse teams. Structured feedback on practice tasks serves as a crucial bridge. When a student receives detailed input on a group project, they are not just learning the subject matter; they are learning how to collaborate, communicate, and manage competing priorities—skills that are directly transferable to a professional setting. Research confirms that actively engaging with feedback helps learners internalise the nuances of effective communication and problem-solving. This process makes career-ready skills more visible and helps individuals build the confidence to articulate their strengths during interviews and networking opportunities.
How to Actively Seek and Use Feedback
The ability to seek, process, and use feedback—often called 'feedback literacy'—is a critical skill for career growth. Don't wait for your annual review. Proactively ask for input on specific tasks. When you submit a project, ask your manager or mentor, 'Could you give me feedback on the clarity of my data visualisation?' or 'What is one thing I could do to make the next report more impactful?' When you receive feedback, listen without immediate judgment and reflect on how you can apply it. If the feedback is vague, ask for specific examples. For instance, if someone says you need to be 'more strategic,' you could ask, 'Could you give me an example of a recent situation where a more strategic approach would have been beneficial?' This turns a general comment into an actionable learning opportunity. Remember that receiving feedback is a skill that improves with practice, just like any other.
