Ask for feedback on a specific moment.

“How am I doing?” is a difficult question to answer well. A more focused request gives a colleague something concrete to observe and discuss. Choose a recent situation and explain which part you would like to understand better.

For example, ask whether an explanation helped someone make a decision, or where a handover left them uncertain. Listen for the effect of your actions rather than only whether the other person approved of them.

Compare the feedback with your intention. A difference between what you meant and what someone experienced can identify a useful adjustment. Ask a follow-up question when the comment is broad, but avoid turning the conversation into a defence of every choice.

Decide on one change to practise and return to it after a similar situation. Feedback becomes part of learning when it influences action. Thank the person for the specific observation and make it easy for them to tell you whether the adjustment helped.