- Feedback is the number one personal tool for growth!
- Everyone of us have blind spots no matter how self aware you are. “You don’t know what you don’t know.”
- Most people don’t know how to give it or receive it.
- Feedback is everywhere, all the time, all your life, every moment, good, bad or indifferent.
- We need to create a culture of honest, timely, and helpful feedback.
- Your unwillingness to accept feedback will ENSURE your inability to achieve growth.
- Embracing feedback is the difference between being a good leader and a great leader.
“Leaders who don’t listen to others will eventually be surrounded by people who have nothing to say.” #Andy
- Don’t endure it, EMBRACE it.
- Separate the WHO from the DO. When you receive feedback in a healthy way know that the other person isn’t criticizing who you are. They are not attacking your dentity. If you get defensive in an area of feedback, it might be the area you need to grow in the most.
- Ask clarifying questions. Train yourself to understand what they’re saying by asking – tell me more, help me understand…
- Get feedback before game day. If possible – on the front side not just the back side.
- WHEN – make it normal and immediate. What’s evaluated improves. Maybe not right after something fails. Occasionally public, unless the group is safe and has a strong culture of honest, timely and helpful feedback.
- HOW – define what is happening but also what is not happening. Create a climate of safety. Take away their fears so they can receive. Show you care. Appreciation vs coaching – appreciate without coaching as much as possible and don’t assume they know you appreciate them. Focus on one or two areas – be very specific about what they can do to help. Come in with answers, resources, etc. Put yourself in their shoes.
Intention vs. Impact – show the impact their decision or indecision is making on the organization and people around them. When you’re late it makes people feel like you don’t care.
- WHO – where we sit determines what we see. Hard to receive feedback from someone you don’t respect – but different perspectives are valuable no matter who the person is. You set the tone. Embrace feedback!
- How can we each create a culture of honest, timely and helpful feedback among our teams? Is there a scheduled time for it?
- What area of feedback do I need to grow in the most? Giving or receiving? How do people perceive my feedback? Is it honest but not timely? Is it timely but too harsh / not helpful?