Unspecific feedback like “be more strategic” or “push for innovation” can leave you guessing about what you actually need to change. The higher you rise, the more common this becomes—but you don’t have to settle for ambiguity. Here’s how to make unclear input actionable.
Ask great questions. Generic prompts like “Do you have feedback?” often lead to scattered or unhelpful responses. Narrow your focus—for example, “What’s one thing I could’ve done differently when I shared that analysis?” or “How might I better respond to the CEO’s budget concerns?”
Connect feedback to your goals. Help your manager give better input by linking their comments to your development areas. Let them know what you’re working on and why their insight matters. This makes it easier for them to offer feedback as guidance that aligns with your priorities.
Offer clear choices. Force clarity by presenting options. Ask, “Should I handle this independently or bring you in at the end?” or “Is the issue the message or the audience?” This helps vague thinkers articulate what matters most.
Watch for non-verbal cues. Pay attention to your manager’s tone, posture, and focus. If something seems off, follow up.
Explain the impact of vagueness. Don’t assume your boss knows how their feedback lands. Say, “Without details, I might focus on the wrong areas,” or “Examples help me apply your input more effectively.” |
