How to Ask For and Leverage Feedback

EY’s Diana Cruz Solash gives advice on how to ask for feedback in away that does not give you a generic response that isn’t helpful.

previously posted on May 23, 2017

EY's Diana Cruz Solash gives advice on how to ask for feedback in away that does not give you a generic response that isn't helpful.

About Diana Cruz Solash:

Diana Solash joined EY in 1994 and is currently a Director in the organization's Global and Americas Diversity & Inclusiveness team and serves as the Americas Ethnicity Strategy Leader. In this capacity, Diana works closely with senior leaders, EY member firm partners and all EY people so that EY values are reflected across the organization.

She helps member firms leverage the diversity that each person brings to the organization — e.g., generations, cultural background, ethnicity, gender, sexual orientation, abilities, experiences, and education. Diana has worked in several Talent team functions in building her career at EY, including campus recruiting, experienced recruiting and organizational development. She also co-chaired the Northeast Inclusiveness & Diversity Council and served as the Northeast Community Engagement Champion for Ernst & Young LLP.

Diana has been involved with several community organizations. Currently, she serves as a board member and a past President of the Metro NY Chapter of Ascend, a professional society for Asians in business, a member of the Committee for Economic Development's Women's Economic Contribution Subcommittee, as well as a member of the New York Women's Foundation Corporate Leadership Committee.

Previously, she served as a member of Jumpstart's Advisory Board and she is a past member of the American Institute of Certified Public Accountants' Minority Initiatives Committee. Diana also completed the Coro Leadership New York Program in 2009.

Diana graduated Cum Laude from the University of Pennsylvania with a B.A. in Economics and Psychology. She lives in downtown Manhattan with her son, Max, and daughter, Mia.

How to Respond to ‘You Speak so Well’

Marc Womack, Chief Operating Officer, TD Auto Finance, gives advice on how to respond when someone has a preconceived notion of your appearance and says, "you speak so well."

Produced by: Alana Winns
Videography by: Christian Carew

The Day After You Didn’t Get Promoted

You've been working hard at your job and the next promotion is in sight. But then you're told you aren't getting it.

You've been working hard at your job and the next promotion is in sight. But then you're told you aren't getting it.

After you get done being hurt and mad, what should you do?

We asked two leading workplaces experts, Linda Akutagawa, president & CEO of Leadership Education for Asian Pacifics (LEAP), and Raymond Arroyo, Managing Director at executive-search firm Reffett Associates.

Here's their advice:

Self Evaluate. Take a long, hard look at where you fell short and ask people you trust what they think. "If you didn't get that promotion, you have to look at yourself and say, 'What is it that I did or didn't do?' You need a real self-assessment of where you are and what options should you be pursuing," Arroyo said.

Go Beyond Just Hard Work. Don't just ignore the issue and think that by "working harder" you will get the next promotion. Akutagawa noted that many Millennials in particular put their noses to the grindstone and work hard but don't take the time to build relationships with their bosses and other managers in an organization. Without that network of mentors and supporters, it's difficult to understand why you didn't get the promotion or recognition you feel you deserved.

Bust Work-Life Myths. For women and people from under-represented groups, there may be cultural issues or stereotypes that contribute to lack of communications. For example, Arroyo said, managers may think a woman can't get a promotion because it involves travel and she has family responsibilities, when in reality she would be OK with travel. For many Millennials, especially those from Asian and other cultures that have a strong tradition of respect for elders, Akutagawa explained, "they just accept it and don't ask questions. I see the same thing with students who get bad grades. They think if they just work harder, they will get recognized. But that may not be the issue."

Keep Cool. Don't be confrontational but be armed with facts about your performance if you go back to your manager. "Take the high road and be very diplomatic," Arroyo advised. "You want to learn from a 360-degree assessment where you fell short."

Consider Other Horizons. If you really believe, after the assessment, that you were not the cause of the failure, think about looking for a different employer. "If it is a case of 'I just won't get anywhere in this company,' then move on," Arroyo stressed. "The reality is these people didn't choose you."

How to Combat Unconscious Bias

Rashmi Badwe, Senior Managing Director, Head of Individual Client Solutions at TIAA, provides examples of unconscious bias in a team environment and gives advice on how to combat it.

By Alana Winns and Christian Carew