Personal Skill Development

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Part 3: Feedback

Personal Skill Development

Purpose: To gain clear, objective insight into your current performance level so you can make informed decisions about what to improve.

Getting feedback is a critical step in the Scores on the Board™ system. It tells you where you are now — so you can compare that to where you want to be. The better the feedback, the more accurate your improvement plan.

Feedback isn’t a one-time event — it should become part of your regular improvement cycle.

View the setup and ongoing use sections to learn more and how to implement.

Setup: How to Get Useful Feedback

Getting feedback is a critical step in the Scores on the Board™ system. It tells you where you are now — so you can compare that to where you want to be. The better the feedback, the more accurate your improvement plan.

Identify people who can observe and comment on your performance in the goal area you selected. These could include:

  • A coach or mentor
  • Colleagues or teammates
  • Customers, clients, or audience members
  • Industry peers or specialists

Ask each person to rate your current performance in the specific goal area using a simple scale from 1 to 10. This gives you a measurable reference point for tracking improvement.

Example: “On a scale of 1 to 10, how clear was I when explaining our strategy today?”

Always follow up with this question:
“What would I need to do to score 10 out of 10?”
This provides actionable advice instead of vague opinions.

Document the scores and comments in a dedicated place — a notebook, spreadsheet, or Scores on the Board™ template. Having a written record helps track your progress and identify patterns.

Let people know you genuinely want feedback to improve. Set the tone by saying, “I’m working on this skill and your honest feedback would really help me get better.”

Ongoing Use: How to Use Feedback Over Time

Feedback isn’t a one-time event — it should become part of your regular improvement cycle.

After completing your action plan, ask for feedback again from the same people. This creates consistency and helps you measure real progress over time.

As you collect feedback across different sessions, look for common messages. Are certain areas repeatedly flagged? Are scores consistently rising or plateauing?

Treat feedback as data, not judgment. The purpose is to learn — not to be perfect. Celebrate signs of progress and use criticism as fuel for action.

Let people know what you’re working on. When they understand your vision and goal area, their feedback becomes more focused and relevant.

Don’t always wait for formal review sessions. Get quick feedback while the activity is fresh. A brief comment right after a performance can be incredibly helpful.

Getting feedback is like turning the lights on — it shows you clearly where you stand, and what steps will take you forward. With each round of feedback, you’ll build more insight, more confidence, and more momentum.

Quick Checklist for Effective Feedback

  • Ask people who have seen you perform the skill
  • Request a 1–10 score
  • Ask: “What would I need to do to score 10?”
  • Write down all scores and comments

  • Stay curious, not defensive