Seek Feedback Instead of Waiting for It

# Seek Feedback Instead of Waiting for It

Practice ends.

You grab your bag.

You're walking out of the gym.

You think practice went pretty well.

But before you leave, imagine walking over to your coach and asking:

"What's one thing you think I need to get better at?"

Then imagine Coach gives you an answer you weren't expecting.

**"Your communication."**

Or:

**"Your transition effort."**

Or:

**"Your serve receive isn't consistent enough."**

Or maybe:

**"Your body language when you're frustrated."**

Now you have a decision.

Did you actually want feedback?

Or did you want Coach to tell you:

*"You're doing great."*

There's a difference.

Athletes who truly want to grow eventually stop waiting for someone to tell them what they need.

**They start looking for the information themselves.**

---

# Asking for Feedback Changes Your Role

When you wait for feedback, development can become passive.

Coach sees something.

Coach tells you.

You respond.

But when you seek feedback, something changes.

Now you're saying:

"I am taking responsibility for figuring out what I need to improve."

That's ownership.

You're no longer simply participating in your development.

You're helping direct it.

---

# Don't Ask If You Only Want a Compliment

Be honest with yourself.

Sometimes athletes ask:

*"How did I do?"*

But what they really mean is:

**"Please tell me I played well."**

That's reassurance.

Not feedback.

There's nothing wrong with wanting encouragement.

But don't confuse the two.

If you want feedback, you have to be willing to hear:

**"Here's what needs work."**

Before asking, decide:

"Am I prepared to hear an answer I don't like?"

If not, you may not actually be seeking feedback yet.

---

# Stop Asking Only "How Did I Do?"

It's not a terrible question.

But it's incredibly broad.

Your coach could answer:

*"Pretty good."*

And what did you learn?

Not much.

Ask questions that create useful information.

Instead of:

**"How did I do?"**

Try:

**"What's one thing you think would make the biggest difference in my game right now?"**

Instead of:

**"Was my passing good?"**

Try:

**"What pattern do you see when my passing breaks down?"**

Instead of:

**"Do you think I'm getting better?"**

Try:

**"Where have you seen the most improvement, and where am I still behind?"**

Better questions create better information.

---

# Ask for One Thing

Here's something I recommend.

Don't walk up to your coach and ask:

*"Tell me everything that's wrong with my game."*

That's not necessary.

Ask:

"What's the ONE thing you think I should focus on right now?"

Why one?

Because development requires priorities.

Maybe you have ten things to improve.

You can't consciously fix all ten on the next repetition.

Find the thing that could create the greatest change.

Work on it.

Then ask again later.

---

# Ask Different People

One coach may see something another coach doesn't.

That's why getting feedback from multiple trusted people can be valuable.

Maybe ask:

Your head coach.

An assistant coach.

A position coach.

A trainer.

A former coach who knows your game.

A trusted experienced player.

You may hear different opinions.

That's okay.

Athletic evaluation can be subjective.

Different people notice different things.

Your job isn't necessarily to find the person who agrees with you.

Your job is to look for useful patterns.

---

# Look for Patterns

Imagine you ask four trusted coaches for feedback.

Coach One says:

**"You need to communicate earlier."**

Coach Two says:

**"You disappear a little when you're frustrated."**

Coach Three says:

**"I'd like to hear you more on the court."**

Coach Four says:

**"You could become more of a leader."**

Those aren't identical answers.

But do you see the pattern?

Communication.

Presence.

Leadership.

That's valuable.

When multiple people independently point toward something similar...

**Pay attention.**

---

# Don't Shop for the Answer You Want

This is important.

You ask Coach:

*"Do you think I can play at this level?"*

Coach gives you an honest answer.

You don't like it.

So you ask another coach.

Don't like that answer either.

Ask another.

Eventually someone says:

*"Absolutely!"*

And you decide:

**That's the person who understands me.**

Be careful.

That's not seeking feedback.

That's shopping for validation.

You should absolutely get multiple opinions.

But don't keep asking until someone finally tells you what you wanted to hear.

Look at the complete picture.

---

# Find People Who Will Tell You the Truth

You need people in your athletic life who care enough about you to be honest.

Not cruel.

Not negative.

Honest.

Someone willing to say:

**"You're not ready yet."**

**"Your technique needs work."**

**"Your effort isn't consistent enough."**

**"You're overestimating where you are right now."**

**"Your body language is becoming a problem."**

Those conversations may not feel good.

But honest people can protect you from something much more dangerous:

**An inaccurate view of yourself.**

---

# Honest Feedback Is a Gift

Think about what someone risks when they tell you something difficult.

You may become upset.

You may disagree.

You may stop asking them.

It would often be easier to simply say:

*"You're doing great."*

That's why honest feedback from someone you trust deserves consideration.

You don't automatically have to agree.

But don't punish people for telling you the truth...

Then complain later that nobody was honest with you.

---

# Ask Coaches Who See You in Different Environments

Different people may know different versions of you.

Your club coach sees you in practice.

A tournament scout sees you compete.

A trainer sees your physical development.

A position coach sees technical details.

A former coach may recognize how much you've changed over time.

Those perspectives can complement each other.

One evaluation should not automatically define you.

But several perspectives can help you build a more complete picture.

---

# Learn the Difference Between Opinion and Pattern

One person says:

**"I don't think you're aggressive enough."**

That's one opinion.

Five coaches independently tell you:

**"You need to become more aggressive."**

Now we may have a pattern.

One evaluator doesn't like your style.

Okay.

But when similar feedback keeps appearing across different environments...

Stop fighting it long enough to investigate it.

Ask:

"What are all of these people seeing?"

That question can accelerate your growth.

---

# Ask for Examples

Feedback becomes more useful when it's specific.

Coach says:

**"You need to communicate better."**

Ask:

**"Can you give me an example of where I'm too quiet?"**

Coach says:

**"Your defense needs work."**

Ask:

**"What specifically are you seeing?"**

Coach says:

**"You need to become more aggressive."**

Ask:

**"What would more aggressive look like from me?"**

Specific feedback produces specific training.

---

# Ask What the Next Level Requires

Here's another powerful question:

"What would I need to improve to succeed at the next level?"

That's different from asking:

*"Am I good enough?"*

"Am I good enough?" usually produces a judgment.

"What do I need?" produces a development plan.

Maybe Coach says:

You need more strength.

A faster arm.

Better serve receive.

More consistent decision-making.

Better blocking technique.

Improved communication.

Good.

Now you have somewhere to work.

---

# Feedback Is Not a Ranking

When someone tells you what you need to improve, don't immediately translate it into:

**"Where does that mean I rank?"**

That's not the purpose.

Feedback is supposed to answer:

"WHAT SHOULD I DEVELOP?"

Not:

"AM I BETTER THAN HER?"

Keep the focus where it belongs.

---

# Don't Ask for Feedback During the Wrong Moment

Timing matters.

Immediately after a difficult loss may not be the best moment for:

*"Coach, can you give me a complete evaluation of my game?"*

Coach may be managing the team.

Emotions may be high.

Ask:

**"Coach, when would be a good time for me to get some feedback on what I should be working on?"**

That demonstrates maturity.

You want the conversation to be useful, not rushed.

---

# Write Feedback Down

Don't trust yourself to remember everything.

Especially if the feedback is uncomfortable.

Your emotions may distort it later.

Write down:

**What was said?**

**Who said it?**

**What examples did they give?**

**What action can I take?**

Now feedback becomes something you can work with.

Not simply something you felt.

---

# Turn Feedback Into Training

This is where feedback becomes valuable.

Coach says:

**"Your passing breaks down when servers attack you short."**

Great.

Now what?

Create repetitions against short serves.

Coach says:

**"You're late transitioning."**

Train transition footwork.

Coach says:

**"Your communication disappears after mistakes."**

Track your communication after errors.

Feedback should eventually become behavior.

ASK → LISTEN → IDENTIFY → TRAIN → REASSESS

That's the complete process.

---

# Go Back and Ask Again

This is the step many athletes forget.

You receive feedback.

You work on it for several weeks.

Now return.

Ask:

"Have you seen improvement?"

Maybe Coach says yes.

Good.

Ask what's next.

Maybe Coach says:

**"A little, but it's still inconsistent."**

Good.

Keep working.

Feedback shouldn't always be a one-time conversation.

It can become part of an ongoing development cycle.

---

# Don't Ask Ten People Every Week

There is such a thing as too much feedback.

If you're constantly asking everyone for an opinion, eventually you may become overwhelmed.

One person says change your platform.

Another says don't.

One says be more aggressive.

Another says be patient.

Now you're confused.

Collect perspectives when useful.

But you still need trusted voices and enough time to actually apply what you're learning.

Feedback without focused training becomes noise.

---

# Learn to Evaluate the Source

Not every opinion deserves equal weight.

Ask:

Does this person understand volleyball?

Have they actually watched me play?

Do they understand my position?

Do they understand the level I'm trying to reach?

Do they have experience developing athletes?

Are they being honest?

Do they want what's best for me?

That's different from:

**"Did they tell me what I wanted to hear?"**

Choose your feedback sources carefully.

---

# Eventually, Learn to Ask Yourself

Outside feedback is valuable.

But eventually you should become better at self-evaluation too.

After practice ask:

**"What did I do well?"**

**"What broke down?"**

**"Why?"**

**"What pattern am I noticing?"**

**"What should I work on next?"**

Then compare your evaluation with your coach's.

Over time, you may start noticing the same things.

That's a sign you're developing awareness.

---

# From the Sideline

I've always respected athletes who came to me and asked:

**"Coach, what do I need to get better at?"**

But what impressed me even more was when I saw them actually working on the answer.

Because asking the question is easy.

Receiving the truth is harder.

Applying it is where development happens.

I also want athletes to understand something:

One coach doesn't know everything.

Neither do I.

Get trusted perspectives.

Listen.

Look for patterns.

Think.

Then work.

Your goal isn't finding someone who will tell you you're great.

Your goal is finding information that helps you **become greater than you are today.**

---

# CoachMikeDZ's Advice

Build a small circle of people who have permission to tell you the truth.

People you trust.

People who understand the game.

People who aren't afraid to tell you something you may not like.

Then ask them good questions.

And when they answer...

Don't punish them for being honest.

Don't argue until they change the answer.

Don't ask ten more people hoping someone gives you a better one.

Listen.

Study the pattern.

Then ask:

"WHAT AM I GOING TO DO ABOUT IT?"

Because feedback without action is just information.

Feedback followed by action becomes development.

---

# YOUR CHALLENGE

This week, choose **three trusted people** who understand your game.

Ideally, they see you from different perspectives.

Ask each person the exact same question:

"WHAT IS ONE THING YOU THINK WOULD MAKE THE BIGGEST DIFFERENCE IN MY DEVELOPMENT RIGHT NOW?"

Don't argue.

Don't explain.

Write down the answer.

PERSON #1

**Feedback:**

________________________

PERSON #2

**Feedback:**

________________________

PERSON #3

**Feedback:**

________________________

Now compare the answers.

Ask:

IS THERE A PATTERN?

________________________

Then choose **one development priority.**

Not three.

One.

MY PRIORITY:

________________________

Now answer:

**How can I train it?**

________________________

**How often will I work on it?**

________________________

**Who can help me?**

________________________

**How will I know I'm improving?**

________________________

Work on it.

Then in a few weeks, go back to one of those trusted people and ask:

"DO YOU SEE A DIFFERENCE?"

That's how feedback becomes a development system instead of simply a conversation.

---

# Key Takeaways

• Don't wait for coaches to identify every weakness for you.
• Seeking feedback is part of taking ownership of your development.
• Don't ask for feedback when you're really seeking reassurance.
• Specific questions produce more useful answers.
• Ask for one development priority at a time.
• Multiple trusted perspectives can help because athletic evaluation is subjective.
• Look for patterns across different feedback.
• Don't shop for the answer you want.
• Find people willing to tell you difficult truths.
• Ask for examples so feedback becomes specific.
• Ask what the next level requires instead of simply asking whether you're good enough.
• Turn feedback into a training plan.
• Return later and ask whether improvement is visible.
• Too many opinions can become noise.
• Learn to evaluate the credibility of the source.
• Eventually, develop the ability to evaluate yourself.

---

# NEXT: DON'T EXPLAIN THE MISTAKE—LEARN FROM IT

You've asked for feedback.

You've received it.

Now comes one of the easiest ways to waste it.

Coach says:

**"You were late."**

You say:

*"The set was bad."*

Coach says:

**"You didn't pursue that ball."**

You say:

*"I thought she had it."*

Coach says:

**"You weren't ready."**

You say:

*"I didn't know she was serving me."*

Sometimes those explanations are true.

But being able to explain **why you failed** isn't the same as knowing **how you'll improve.**

That's where we're going next.

# Don't Explain the Mistake—Learn From It

Because athletes can become incredibly skilled at explaining everything that went wrong...

**while becoming no better at preventing it from happening again.**