Feedback leads to growth, but if you don't get it, you're kind of stuck.One of my clients came to me recently with exactly this challenge. She'd been in her role for three years, doing great work, highly motivated, but her manager was stretched too thin and wasn't great at guiding development. She was getting almost nothing in terms of feedback. No real development suggestions. No insight into how leadership perceived her. She told me, "I feel like I'm working in the dark."If you've been there, let me normalize this for you: the problem isn't you. The problem is that most managers are terrible at giving feedback. They're busy, conflict-avoidant, or honestly, they just don't know how to provide useful developmental input.So what happens? You get a generic "good job" in your review comments, or vague critiques like "be more confident." Nothing you can actually work with.Here's the truth: you don't have to wait for better managers to suddenly get better at feedback. You can create your own feedback system.In this episode, I'm breaking down how to:Make your feedback requests specific and easy to answerDiversify your feedback sources beyond your managerCreate regular feedback check-ins (because annual reviews are way too late)Give feedback to get feedbackStop waiting for feedback to come to you. Go out and get it.#careercoaching #careerdevelopment #feedbackculture #professionalwomen #careerclarity