How to Request Honest Feedback as a Leader

They say “it’s lonely at the top,” and this certainly can be the case. But, it doesn’t need to be this way. As a leader, I’ll be the first to admit that I need feedback too! I make sure my team is aware of this and will often solicit their feedback for my own learnings and improvement. Feedback can be tricky though. It can be awkward to deliver…and awkward to receive. And if you’re anything like me, it’s sometimes hard NOT to take it personally. Here are some tips on how leaders can solicit feedback from the team: 1️⃣ Embrace the balance of +/- feedback Getting only one side of the story isn’t going to get you anywhere. Make sure your team knows that you’re open and receptive to both praise and constructive criticism. In many cases, team members won’t hesitate to praise, but they struggle to give valuable feedback that can lead to improvement. Make sure your team knows you’re ready and willing to hear this. 2️⃣ Have a plan to solicit feedback It can be awkward to ask your team to share their thoughts out of the blue. My suggestion is to come up with a cadence or consistent opportunity that allows them to provide feedback in a psychologically safe place. For instance, consider ending your weekly 1:1’s with a repeat question  like “What is one thing I can do to better support you?” or “What should I start or stop doing that will help you succeed your professional goals?” 3️⃣ Welcome some discomfort No matter how established your plan is, the other person may feel uncomfortable sharing feedback upstream. Avoid asking questions that can be answered with “yes” or “no” and set up your questions so they know you’re genuinely interested in what they have to say. Make sure they understand that you’re open to hearing their thoughts without repercussions or consequences. 4️⃣ Seek to understand When someone gives you feedback, you want to listen in a manner so you can respond and validate that you heard them.  The goal here is to understand different points of view without feeling the need to be defensive. It may be important to ask for specific examples so you can connect the dots back to the opportunity to learn. If anything is unclear, use the opportunity to gain clarity during the discussion. 5️⃣ Make giving feedback a team habit One of the best ways to ensure psychological safety and create stability for the team is to normalize conversations around feedback. Invite the criticism and take notice of opportunities to provide praise. You might think you’re already doing this but when you make a true priority, you’ll feel the shift and never look back. Leaders who surround themselves with trusted colleagues that feel safe and comfortable giving feedback will always shine brighter. ☀️ What do you think? If you're a leader-->Do you solicit feedback from your team? If you report to a leader-->Do you feel comfortable sharing your feedback? #whatinspiresme #feedback #leadership

📍 Leaders and feedback - a balanced relationship? 🤔 In the world of leadership, I sometimes felt like I was adrift on a lonely raft in a vast river, navigating treacherous waters alone, making decisions without knowing if they were the right ones. I encountered rocks and even rough rapids without warning 🌊 . Do you sometimes feel that way? However, there is a powerful tool at our disposal, one I did not discover nor embrace until later in my career: building your own rowing team, my trusted crew, from whom to ask for feedback. As the leadership quote reminds us, "We cannot improve what we are not aware of." So, how do we become aware of our blind spots? Who will candidly tell us what we might be missing or overlooking? The answer lies in our ability to ask for feedback. Right, not easy; it does take courage, but it is one of those skills we can learn and use as much as needed. 💪 Imagine your leadership journey as a rowing team. Each member of your crew has a distinct role and a shared objective: to steer your vessel safely through the challenges that arise. Just as each oar stroke propels the boat forward, every piece of feedback received can propel your leadership skills to new heights. 🚣♀️ The key lies in seeking feedback from our stakeholders at any time; don't wait for just performance review time or 360s. Most of the time, stakeholders would welcome the opportunity to share their insights and perspectives. Just like a well-coordinated rowing team, your crew can help you navigate the currents of leadership better. So, I invite you to take a moment to reflect on your current leadership journey. Are you still floating aimlessly on that solitary raft, risking unforeseen obstacles? Or have you decided to assemble your rowing team, your crew, and your source for feedback? Leadership is not a solo endeavor; it's a collective effort. By seeking clear, actionable feedback and actively involving those around us, we can harness the power of our rowing team and navigate the leadership river with confidence. One of my favorite questions when seeking feedback from my "crew" would be: What can I start or stop doing to support you better? As the saying goes, "Alone, we can do so little; together, we can do so much." 🌟 In rowing, the sport, the team that rows the best together is the fastest boat. I invite you to share in the comments the ways in which you ask for feedback, when, how? Any favorite questions you ask? #Leadership #FeedbackMatters #Emotional Intelligence