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8 Signs Foretelling You’re Destined To Be Successful

8 Signs Foretelling You’re Destined To Be Successful

It’s rough out there trying to make your mark in the world. At some point or another we come across people, situations, quotes, that inspire us. What we do with that inspiration is up to us. We can either make the choice to be average, or make the choice to become something much, much greater. We often relate success to careers or finances, but it’s much more broad than that. You define what success is to you and these traits show you’re on the right track.

1. You’re action-oriented

You’re one of those people who likes to take on a task and get things done. You’re not afraid to make mistakes along the way because in your eyes, you’d rather get things moving and adjust your approach after seeing some results. You’re a leader, you like to be in charge. Some may look at this as a bad thing, but sometimes with you, it’s an “it’s my way or the highway” kind of deal.

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You may also at times find yourself being mildly stubborn in some situations. You’re the complete opposite of indecisive. You take on leadership roles with ease, and you actually enjoy the responsibility that comes along with it. What is patience? You know little to almost nothing about it. You often find yourself becoming impatient with those around you who aren’t like you.

2. You keep an open mind

One of the most important characteristics of successful people is learning to keep an open mind about literally anything and everything, but you know that already. You notice that the more you learn, you realize how little you know. This mindset allows for you to take advantage of opportunities that present themselves to you. You’re always open to new ideas, new ways of thinking, and you’re constantly challenging your own beliefs.

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3. You have the habit of setting goals

Most think that setting goals means “what do I want five years from now?” But you realize the importance of setting daily, achievable goals. You understand that by sometimes setting long-term goals you can lose your vision, so you establish small daily goals that will help you achieve that vision much easier. You’re a realistic optimist.

4. You aren’t stuck in the past or failure

You know that what’s done is done and you can’t go back and change anything in the past. You use your past as a vital tool for your future. Everything from your past has brought you to the present and you don’t waste any of your time wallowing in the could’ve, should’ve, would’ve beens. You know that by getting stuck in the past you’re robbing yourself of the present and future. You’re completely adaptable and you fully embrace change. You’re comfortable with the unknown and you’re always ready to take it head on.

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5. You can delay gratification

You have an uncanny ability to wait it out for the big reward for all your dedication and hard work. You take a look at what you have and what you want, and you’re able to avoid making impulsive decisions. For example, if someone told you that you could have one cookie now, or you could wait 20 minutes and receive two cookies, you’re smart enough to wait it out and reap the larger reward.

Delayed gratification truly applies to all aspects of life. Whether it be with your career, finances, relationships, health, etc. You have acquired the ability to ignore the temptations of instant gratification because you know that it is an essential element when you’re trying to reach your ultimate goal.

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6. You work on maximizing your strengths

“Successful people maximize their strengths and minimize their weaknesses. They know what they are good at.” – Alan Stein

You use your strengths as your foundation to success. You rely on the skills in which you are proficient and use them to do what you love. You’re fully aware of your weaknesses and look to others for their knowledge and skills in areas in which you lack. You know that you can’t do everything on your own so reaching out to others for assistance when needed isn’t a difficult task for you. You use your strengths as your prime resource to reach your goals.

7. You’re ambitious

You can clearly see yourself being the best of the best. You wake up every day ready to tackle anything and everything thrown your way. Why? Because you know in the long run it’s going to help you achieve your end goal. You know that it isn’t just about working longs hours and seeing a journey to its end. Ambition is truly the reason for existence. It’s your soul telling you where the meaning in life is found. You’re extremely persistent and nothing stands in your way.

8. You have passion for improvement

You have this deep desire and craving to always want to improve yourself and often times you can be too hard on yourself. You’re constantly wanting to change and improve so you can become the best version of you. You’re never satisfied and you’re your own worst critic, in every aspect of your life.

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Erica Wagner

Erica is a passionate writer who shares inspiring ideas and lifestyle tips on Lifehack.

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Last Updated on June 3, 2020

How to Give Constructive Feedback in the Workplace

How to Give Constructive Feedback in the Workplace

We all crave constructive feedback. We want to know not just what we’re doing well but also what we could be doing better.

However, giving and getting constructive feedback isn’t just some feel-good exercise. In the workplace, it’s part and parcel of how companies grow.

Let’s take a closer look.

Why Constructive Feedback Is Critical

A culture of feedback benefits individuals on a team and the team itself. Constructive feedback has the following effects:

Builds Workers’ Skills

Think about the last time you made a mistake. Did you come away from it feeling attacked—a key marker of destructive feedback—or did you feel like you learned something new?

Every time a team member learns something, they become more valuable to the business. The range of tasks they can tackle increases. Over time, they make fewer mistakes, require less supervision, and become more willing to ask for help.

Boosts Employee Loyalty

Constructive feedback is a two-way street. Employees want to receive it, but they also want the feedback they give to be taken seriously.

If employees see their constructive feedback ignored, they may take it to mean they aren’t a valued part of the team. Nine in ten employees say they’d be more likely to stick with a company that takes and acts on their feedback.[1]

Strengthens Team Bonds

Without trust, teams cannot function. Constructive feedback builds trust because it shows that the giver of the feedback cares about the success of the recipient.

However, for constructive feedback to work its magic, both sides have to assume good intentions. Those giving the feedback must genuinely want to help, and those getting it has to assume that the goal is to build them up rather than to tear them down.

Promotes Mentorship

There’s nothing wrong with a single round of constructive feedback. But when it really makes a difference is when it’s repeated—continuous, constructive feedback is the bread and butter of mentorship.

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Be the change you want to see on your team. Give constructive feedback often and authentically, and others will naturally start to see you as a mentor.

Clearly, constructive feedback is something most teams could use more of. But how do you actually give it?

How to Give Constructive Feedback

Giving constructive feedback is tricky. Get it wrong, and your message might fall on deaf ears. Get it really wrong, and you could sow distrust or create tension across the entire team.

Here are ways to give constructive feedback properly:

1. Listen First

Often, what you perceive as a mistake is a decision someone made for a good reason. Listening is the key to effective communication.

Seek to understand: how did the other person arrive at her choice or action?

You could say:

  • “Help me understand your thought process.”
  • “What led you to take that step?”
  • “What’s your perspective?”

2. Lead With a Compliment

In school, you might have heard it called the “sandwich method”: Before (and ideally, after) giving difficult feedback, share a compliment. That signals to the recipient that you value their work.

You could say:

  • “Great design. Can we see it with a different font?”
  • “Good thinking. What if we tried this?”

3. Address the Wider Team

Sometimes, constructive feedback is best given indirectly. If your comment could benefit others on the team, or if the person whom you’re really speaking to might take it the wrong way, try communicating your feedback in a group setting.

You could say:

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  • “Let’s think through this together.”
  • “I want everyone to see . . .”

4. Ask How You Can Help

When you’re on a team, you’re all in it together. When a mistake happens, you have to realize that everyone—not just the person who made it—has a role in fixing it. Give constructive feedback in a way that recognizes this dynamic.

You could say:

  • “What can I do to support you?”
  • “How can I make your life easier?
  • “Is there something I could do better?”

5. Give Examples

To be useful, constructive feedback needs to be concrete. Illustrate your advice by pointing to an ideal.

What should the end result look like? Who has the process down pat?

You could say:

  • “I wanted to show you . . .”
  • “This is what I’d like yours to look like.”
  • “This is a perfect example.”
  • “My ideal is . . .”

6. Be Empathetic

Even when there’s trust in a team, mistakes can be embarrassing. Lessons can be hard to swallow. Constructive feedback is more likely to be taken to heart when it’s accompanied by empathy.

You could say:

  • “I know it’s hard to hear.”
  • “I understand.”
  • “I’m sorry.”

7. Smile

Management consultancies like Credera teach that communication is a combination of the content, delivery, and presentation.[2] When giving constructive feedback, make sure your body language is as positive as your message. Your smile is one of your best tools for getting constructive feedback to connect.

8. Be Grateful

When you’re frustrated about a mistake, it can be tough to see the silver lining. But you don’t have to look that hard. Every constructive feedback session is a chance for the team to get better and grow closer.

You could say:

  • “I’m glad you brought this up.”
  • “We all learned an important lesson.”
  • “I love improving as a team.”

9. Avoid Accusations

Giving tough feedback without losing your cool is one of the toughest parts of working with others. Great leaders and project managers get upset at the mistake, not the person who made it.[3]

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You could say:

  • “We all make mistakes.”
  • “I know you did your best.”
  • “I don’t hold it against you.”

10. Take Responsibility

More often than not, mistakes are made because of miscommunications Recognize your own role in them.

Could you have been clearer in your directions? Did you set the other person up for success?

You could say:

  • “I should have . . .”
  • “Next time, I’ll . . .”

11. Time it Right

Constructive feedback shouldn’t catch people off guard. Don’t give it while everyone is packing up to leave work. Don’t interrupt a good lunch conversation.

If in doubt, ask the person to whom you’re giving feedback to schedule the session themselves. Encourage them to choose a time when they’ll be able to focus on the conversation rather than their next task.

12. Use Their Name

When you hear your name, your ears naturally perk up. Use that when giving constructive feedback. Just remember that constructive feedback should be personalized, not personal.

You could say:

  • “Bob, I wanted to chat through . . .”
  • “Does that make sense, Jesse?”

13. Suggest, Don’t Order

When you give constructive feedback, it’s important not to be adversarial. The very act of giving feedback recognizes that the person who made the mistake had a choice—and when the situation comes up again, they’ll be able to choose differently.

You could say:

  • “Next time, I suggest . . .”
  • “Try it this way.”
  • “Are you on board with that?”

14. Be Brief

Even when given empathetically, constructive feedback can be uncomfortable to receive. Get your message across, make sure there are no hard feelings, and move on.

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One exception? If the feedback isn’t understood, make clear that you have plenty of time for questions. Rushing through what’s clearly an open conversation is disrespectful and discouraging.

15. Follow Up

Not all lessons are learned immediately. After giving a member of your team constructive feedback, follow it up with an email. Make sure you’re just as respectful and helpful in your written feedback as you are on your verbal communication.

You could say:

  • “I wanted to recap . . .”
  • “Thanks for chatting with me about . . .”
  • “Did that make sense?”

16. Expect Improvement

Although you should always deliver constructive feedback in a supportive manner, you should also expect to see it implemented. If it’s a long-term issue, set milestones.

By what date would you like to see what sort of improvement? How will you measure that improvement?

You could say:

  • “I’d like to see you . . .”
  • “Let’s check back in after . . .”
  • “I’m expecting you to . . .”
  • “Let’s make a dent in that by . . .”

17. Give Second Chances

Giving feedback, no matter how constructive, is a waste of time if you don’t provide an opportunity to implement it. Don’t set up a “gotcha” moment, but do tap the recipient of your feedback next time a similar task comes up.

You could say:

  • “I know you’ll rock it next time.”
  • “I’d love to see you try again.”
  • “Let’s give it another go.”

Final Thoughts

Constructive feedback is not an easy nut to crack. If you don’t give it well, then maybe it’s time to get some. Never be afraid to ask.

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Featured photo credit: Christina @ wocintechchat.com via unsplash.com

Reference

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