As leaders, we often find ourselves in the daily grind of making decisions and driving progress. We frequently get caught managing the tasks at hand and seldom find time to consider how our decisions are impacting those around us. The importance of seeking feedback is an eye-opening experience that often provides key pieces of wisdom that allows leaders to identify blind spots and address areas for improvement. This process allows leaders to evolve, adapt, and refine their leadership styles on a continual and progressive basis. As the leader, we are responsible for fostering continuous improvement, adaptability, and effective communication within our team. Why wouldn’t we also want to hone these essential qualities for ourselves?
Seek clear, targeted feedback
What exactly should we be seeking feedback on? A random ask for feedback might not yield helpful results. Being clear in your question is imperative. Is my leadership vision clear, or is my team confused and spinning out of control? How do people perceive my leadership approach? Is the direction I’m giving enough, or is it support that is needed? What are the thoughts about the vision I’ve set for the team?
We can also seek feedback on methods, such as our communication style, and ask questions like, “Is the way we’re communicating working for you?” or “In what ways could I be more effective in helping you grow in your role?” Feedback on our performance and results is equally crucial. After all, leadership isn’t an auto-steer function that can be set one time. It is our responsibility to plant the seeds and help them grow.
Persistence is key
By asking for feedback from different sources, such as your team members, customers, peers, mentors, or experts, you can gain valuable insights and perspectives to help refine and sharpen your people-leading ability. I am a fan of regular one-on-one sessions. The privacy offers a comfortable environment to ask specific growth questions: “What can I do to help you?” or “What do you need from me that I’m not giving you?”
Keep in mind, if this isn’t a common practice, initial responses might be guarded or silent. Persistence is key. The more consistently and genuinely you ask for feedback, the more comfortable your team will become with providing it. Making sure your team realizes that you’re seeking feedback because you wholeheartedly want to help them succeed and provide the resources they need will strengthen trust.
Be open and curious
I often get asked whether leaders must act on all of the feedback they receive. Determine what is most important for you. I don’t think any of us are equipped with enough hours in the day to act on every piece of feedback immediately. However, listening carefully and knowing that collaboration is key to receiving constructive feedback will help you make the greatest impact. Be open and curious. Assume positive intent and understand the feedback giver’s perspective. Show your appreciation and respect for the feedback given. Ask clarifying questions to check your understanding, express gratitude for their time and effort, and maintain a positive tone. If a piece of feedback is repeated, it’s probably time to act on it.
Show your appreciation and respect for the feedback given. Ask clarifying questions to check your understanding, express gratitude for their time and effort, and maintain a positive tone. If a piece of feedback is repeated, it’s probably time to act on it.
Seeking feedback is not just about personal growth; it's about modeling a culture of continuous learning and development and encouraging everyone on the team to do the same.
Remember, the best leaders are those who are willing to ask for feedback and act on it. In conclusion, cultivate a culture of candor, and create settings that put people at ease when soliciting feedback.
Now that you understand why seeking feedback is a crucial aspect of your journey, follow these best practices to become the most effective leader.
- Cultivate a feedback-friendly culture
Your team’s culture is shaped by your actions as the leader. Encourage open and curious communication by setting an example yourself. Provide a trustworthy space where everyone can share their thoughts and ideas without fear of reciprocity or favoritism. Use one-on-one individual meetings to regularly seek feedback from your team members. Be transparent in what you are working on. Ask your team members if they need more or less support or supervision to be successful. - Be specific in your requests
When asking for feedback, provide specifics on what you are seeking input. Are you hoping to get method feedback on your communication style or your decision-making process? Or are you interested in learning how to handle a certain team conflict? - Listen intently and openly
As a recipient of feedback, listen intently with an open mind. Differing perspectives give us something to think about. Express gratitude for whatever is shared, as it takes real courage to provide upward feedback. Remember that feedback is an opportunity for growth, not a personal attack. - Take action
After receiving feedback, take the time to follow up with the person who provided it. Reiterate your gratitude for their insights and share any actions you plan to take based on their feedback. Taking tangible steps to address feedback demonstrates your commitment to growth and validates the feedback giver’s contribution. You can also follow up later by asking for feedback on the actions you have taken to improve and continue the feedback cycle.
Leveraging feedback
The use of feedback is an important aspect of building strong teams and becoming a more effective leader. Offering employees an opportunity for open and transparent communication will enhance collaboration and build trust among teams. Most commonly, when leaders seek feedback from team members, they become more aware of their own impact on others and gain a clear understanding of their strengths and weaknesses. As leaders grow and develop, finding ways to demonstrate their commitment to continuous improvement is an important part to cultivating their team’s skills and cohesiveness.
An Opportunity for Development
Seeking feedback is a powerful step toward becoming a more effective leader, but it’s only part of the journey. The Strategic Talent Management workshop, taking place from November 5-7, 2024, dives deeper into these ideas by providing you with the tools to understand the capabilities your organization needs and strategies to develop, manage, and continuously improve those capabilities. Join us to not only master the art of feedback but to transform it into actionable steps that elevate both your leadership and your team’s performance.
