Short-sighted leaders love giving feedback, but seldom seek it. When was the last time you said, “I’d like your feedback.”
Leaders don’t invite feedback because they don’t want it. You may say you don’t have time. But, it’s strange how you make time to give feedback, but not invite it?
The pursuit of feedback enhances all other leadership pursuits. And when leaders grow, everyone around them gets better.
5 ways to pursue feedback:
#1. Get over yourself. If you were as good as you thought, you’d be walking on water. Humility fuels transformation.
#2. Connect feedback to values. For example, GE values “External Focus. Define success through the customer’s eyes ….” Here’s a way to seek feedback connected to “External Focus.”
- What am I doing that makes you believe I define success through the customer’s eyes?
- If you were me, what would you do differently in regards to defining success through the customer’s eyes?
- How might I be devaluing customers?
- How am I making it difficult for others to define success through the customer’s eyes? Easy?
- What could I do this week to define success through customer’s eyes?
#3. Narrow context. After a team meeting, ask for feedback about the way you ran the meeting, for example.
- What did I do that was confusing?
- What did I do that energized/de-energized others?
- If you were me, what would you have done differently?
- Explain intent. “I was trying to move the ball down the field.”
- What worked?
- What hindered my intent?
- What would you suggest I try next time?
#4. Prepare for next time. Suppose you’re preparing to have a tough conversation. Send your plan to a coach or boss and ask for feedback before you begin.
#5. Make the good better. Feedback often focuses on improving what went wrong. Invite feedback to improve what you do well.
What prevents leaders from seeking feedback?
How might leaders actively pursue feedback?
(Tomorrow’s post: It’s one thing to pursue feedback. What are the best responses to feedback?)