Feeling alone is the result of isolation. Those who feel misunderstood live behind self-protective barriers that keep others out.
Once a month I meet with a group of leaders to strengthen connections, clarify focus, and develop our leadership. We spend at least half our time eating, talking about movies, families, and stuff we’ve done. The rest of the time is focused on leadership.
Some were surprised and others a little uncomfortable with this month’s agenda. I asked them to give me feedback.
- Name two things I’m doing that enhance my potential.
- Name two things I’m doing that hinders my potential.
- What one thing should I do more?
- What one thing should I stop?
- What would you struggle with if you had my position?
Here’s a sampling of their responses.
- You take immediate action when you receive actionable feedback.
- You see and develop the strengths of others.
- You make people feel appreciated, not taken for granted.
- You lose focus and get distracted.
- You put people on the spot.
- You get too occupied with logistics and miss opportunities to connect.
They like seeing my emotional side. When something touches my heart, let it out. This is about compassion and kindness, not blowing up.
Observations about the meeting:
- We feel like we’re on the leadership journey together.
- Leaders don’t receive feedback if they don’t actively seek it.
- Honest feedback is encouraged by openness and blocked by excuses.
- People feel valued when you listen and explore their feedback.
- Your feedback tells me what’s important to you. Their observations reflected their personal values. Several are more attuned to the reaction of others than I am.
- We’re building an environment where sharing positive and negative feedback is normal and welcomed.
- We’re creating a culture of self-development. I’m modeling the way not pointing the way.
How can leaders lower protective barriers and let others in?
If you had a meeting like this, what feedback questions would you ask?