Seeking Actionable Feedback
We all have blind spots as leaders. No matter how experienced or successful you are, there will always be areas where your self-perception differs from how others experience you. The key to becoming a truly great leader is being honest with yourself about these weaknesses. Assessments can be helpful, but to truly understand your leadership style and areas for improvement, you need to actively seek feedback from others.
Why Leaders Shy Away from Feedback
Let's face it, negative feedback is never fun to hear. It can be uncomfortable and even bruise our egos. This is why many leaders shy away from soliciting feedback altogether. However, focusing solely on positive reinforcement creates a false sense of security and hinders your growth as a leader.
Reframing Feedback as a Growth Opportunity
Shift your perspective. Feedback, even critical feedback, is a valuable gift. It's a chance to gain insights you might not have otherwise obtained. By actively seeking feedback, you demonstrate your commitment to continuous improvement and inspire your team to do the same.
The Art of Asking: Powerful Questions for Leaders
The key to getting actionable feedback lies in how you ask for it. Vague questions like "Any feedback?" won't yield the specific, constructive criticism you need. Here are some tips for crafting powerful questions that will elicit valuable insights:
Avoid yes or no questions. These shut down conversation and limit the feedback you receive.
Personalize the question to the person you're talking to. Consider their role and perspective when crafting your question.
Focus on specific actions. Instead of asking about overall performance, ask about a particular behavior or decision.
Here are some examples of powerful questions you can ask:
"What's one thing I can do to better support you?"
"What could I do or stop doing that would make it easier to work with me?"
"Can you think of a recent instance where my communication style wasn't clear?"
"Have there been times when you felt unsure about my expectations?"
"What's one thing I can start doing to improve team morale?"
Actively Listen and Respond
Once you've asked your question, the most important thing is to listen attentively. Don't interrupt or get defensive. Acknowledge the feedback and ask clarifying questions if needed. Following up and demonstrating that you've heard the feedback shows your commitment to growth.
Building a Feedback Culture
The best leaders create a safe space for open communication. Encourage your team to give and receive feedback constructively. By modeling this behavior yourself and showing that you value feedback, you can foster a culture of continuous improvement within your organization.
Here's How You Can Take Your Learning to the Next Level:
Dive Deeper: Explore more on actionable feedback in the companion video to this blog post, titled "The Leader’s Guide to Seeking Actionable Feedback." You can find it on my YouTube channel: Leadership Development That Works.
Join the Conversation: Share your thoughts and experiences with soliciting and receiving feedback in the comments section below the video!
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Remember, great leaders are always learning and growing.
By actively soliciting feedback and putting it into action, you can take your leadership skills to the next level and empower your team to achieve their full potential.
Learn more about how to develop these essential skills through my Creating a Culture of Ownership program so you can empower your team and achieve remarkable results.
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