The Value of Feedback in Leadership

Leadership Lessons I'm Learning: From Feedback to Tough Decisions In my leadership journey, I've discovered that excellence is rooted in ongoing learning, particularly in mastering feedback and tough decision-making. Let me share some key insights I've gathered along the way, enriched with personal experiences: 1. Feedback is a two-way street: Early in my leadership career, I learned to shift from a 'tell-and-go' method to a collaborative feedback approach. During a project review, I asked my team for their input on improvements, which not only offered valuable insights but also fostered a sense of ownership. This inclusive approach significantly contributed to the project's success. 2. Know your Weaknesses: In my first managerial role, public speaking was a challenge for me. By acknowledging this and actively working to improve – through courses and practice – I was able to transform this weakness into one of my strengths, significantly enhancing my leadership effectiveness. 3. Hire for fit, not just skills: Once, I interviewed a candidate whose resume wasn't perfect, but his leadership potential was clear. I asked, 'Who will follow you?' His answer about inspiring teamwork and leading by example was impressive. His subsequent success in our team proved that fit and potential are just as vital as skills. 4. Pay attention to the warning signs: I recall a time when our senior leadership became quiet and budgets tightened. Proactively engaging with upper management revealed we were approaching a major strategic shift, allowing our team to adapt smoothly. This experience taught me the value of being attentive to subtle changes in the business environment. 5.  Be deliberate and decisive, even when it's tough: The tough decision to let a long-time team member go was a challenging moment. Approaching it with empathy and clear communication not only helped maintain trust within the team but also reinforced the importance of compassionate leadership in difficult times. Remember, everyone else is watching how you handle it. These lessons have been invaluable to me. What leadership lesson has been most impactful for you? Share your experiences below. Let's keep learning and growing together. #leadership #growth #learning #feedback #decisionmaking PC - DALL·E

Leadership plays a huge role in setting the tone for a culture of feedback in an organization. When leaders actively seek, value, and act upon feedback, it sends a message to the entire team, demonstrating humility, vulnerability. I’ve been a part of organizations where leaders don’t take feedback unless it’s positive and you could recognize this bc the company culture was bad. People were scared to be truthful, frustrated at not being heard or understood, and exhausted bc they were managing the fragile egos above them. Leaders who accept feedback are more likely to provide constructive feedback that’s accepted by employees. Openness to feedback at all levels of the organization grows trust, collaboration, and a continuous improvement mindset. Your leadership's approach to feedback sets the standard for how feedback is given, received, and integrated into the organization's culture, ultimately shaping its success and growth.

🔥 Have you experienced the transformative power of feedback?🔥 Feedback that hits you in the gut? That feels like someone took a 2x4 to your head? That might have been painful to hear but so necessary because now you know what you need to work on! 💪 As a seasoned executive leadership coach, I've had a front-row seat to significant transformations. Each one kick-started by feedback. Sometimes it was a 360, other times it was the clear signal received when a client didn't get the promotion or a raise. Whatever form the feedback took, it became the catalyst for change!! So, if it's the fuel that starts the fire, why do many cringe at the thought of asking for feedback? There's a misconception that feedback aims to blame and highlight flaws. However, a well-delivered, constructive critique can help you to focus on the areas that need work to make you a better leader. But how do you get good feedback especially as a senior leader? You ask for it! Here are some question you can ask to get effective, constructive feedback. 💫"What can I do to support you to do your best work" 💫"What obstacles or challenges are you facing, and how can I help you overcome them?" 💫"Are there any resources or tools you need to succeed?" 💫"What feedback or suggestions do you have for me to be a more effective leader for you and the team?" 💫"What is one thing I can do starting today to support you better?" Each question is designed to inspire open, honest responses. They invite your team to provide feedback while signaling your willingness to grow and improve. Remember, feedback is a gift. It's an opportunity to learn, to grow, and to become a better version of yourself. The key lies in asking the right questions. What other questions can you ask to become a better leader? And don't forget to give feedback generously and often. This is how you will make the people around you better! If you are looking for some frameworks for how to do that, see the illustration below. #LeadershipDevelopment #ExecutiveCoach #LeadershipCoach #AhernLeadershipCoaching #MakeItMatter Image credit Chris Donnelly

🔴 Most leaders avoid conflict. Here’s how feedback builds trust, not tension. When we avoid feedback, we don’t spare feelings, we withhold growth. Many leaders hesitate to give feedback. They see the issue, they care. But they fear what comes next: — The reaction. — The tension. — The discomfort. So we tell ourselves stories: 🟦 “It’s not my job.” 🟨 “They’ll figure it out.” 🟫 “It’s not that big a deal.” 🟥 “It won’t work.” Beneath those stories is something deeper: We fear conflict. 💡 And yet, when done right, feedback is a gift. It’s how people grow. It’s how teams improve. It’s how trust is built. According to the Center for Creative Leadership, regular feedback is strongly linked to engagement, performance, and professional development. Beyond the metrics, it signals: 👉 “I see you.” 👉 “I’m invested in you.” 👉 “You matter.” Giving feedback takes emotional intelligence: • Self-awareness to check your intent • Empathy to understand their perspective • Courage to step into discomfort Feedback isn’t about correction, it’s about connection. ✅ Three ways to make feedback more human: 1. Start with purpose. “I’m sharing this because I want to support your growth.” 2. Be specific, not personal. Describe the behavior, not the person. 3. Invite response, not retreat. “How does that land with you?” encourages dialogue over defensiveness. ⸻ In workplaces where feedback is normalized, clarity becomes a form of respect. And people feel safe enough to stretch, to stumble, and improve. 📌 Feedback doesn’t have to be flawless. It just has to come from care. — 💬 What’s one phrase or habit that makes feedback safer in your team? ♻️ Repost if you believe real leadership requires real conversations. 📬 Want leadership insights without the noise? Subscribe to The Beacon Brief—delivered monthly, always free. Link: https://lnkd.in/gNXeXDzH Image credit: robertoferraro.art #LeadershipDevelopment #FeedbackCulture #EmotionalIntelligence #PeopleFirst #GrowthMindset #TrustAndTransparency #JoseCaraballoOramas #TheBeaconBrief

As we sit squarely inside the performance assessment season, leaders may need encouragement to absorb the feedback from bosses, peers, and direct reports. We all need to stop finding ways to be offended by earnest reviews. You are neither as good nor as bad as your reviews indicate. Some thoughts: 1. Use the input as fuel to get better. You alone can choose what the feedback means and what you will do with it. The temptation with harsh feedback is to overreact when you need to over-respond with two-way communication, safety, and vulnerability. 2. Maps and this assessment are not the territory. No assessment captures the whole truth. Many are useful. Take the data and use it to inform your development plan. 3. Stop chasing numbers. If you get all 5s out of 5s on your appraisal, raise your standards this year. Perfect scores on goals, behaviors, and competencies are due to low standards or rater bias. 4. If you lead others, do them the favor of being precise when you provide an ‘often exceeds expectations’ or ‘sets new standards,’ both common descriptors on evaluations. If anyone is setting new standards across multiple competencies, they need to have a C-level job to spread those standards across the organization as soon as possible. If you are handing out those ratings, please have a clear example to support that rating. It seems unethical not to share new standards with everyone. 5. When your team is part of the assessment, and you get harsh feedback, you are at an inflection point in your credibility as a leader. If you allow your ego to lead, you will shrink in a moment of truth where everyone is watching. If you check your ego at the door and demonstrate the vulnerability to share that the feedback was difficult and you are committed to improving with their help, your ability to lead and influence will skyrocket. Don’t miss this opportunity because the ego door has no easy path back. Leadership is a trust-based influence game, so please don’t sacrifice your credibility by taking the comfortable path as a rater or the defensive path as the rated. #performancemanagement #leadershipcoaching

Constructive feedback is the cornerstone of growth and improvement in any organization. As leaders, it's our responsibility to foster a culture where feedback is not only welcomed but actively sought and valued. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗦𝗮𝗳𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁: Ensure your team feels comfortable sharing honest feedback without fear of judgment or retribution. An open and trusting atmosphere encourages candid discussions. 𝗕𝗲 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗮𝗻𝗱 𝗧𝗶𝗺𝗲𝗹𝘆: Provide feedback that is clear, actionable, and given promptly. Addressing issues or praising achievements in real-time makes feedback more relevant and impactful. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗧𝘄𝗼-𝗪𝗮𝘆 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Feedback should be a dialogue, not a monologue. Encourage your team to share their thoughts, ideas, and concerns. Listen actively and show that you value their input. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗚𝗿𝗼𝘄𝘁𝗵: Frame feedback as a tool for development, not criticism. Highlight strengths and provide guidance on areas for improvement. This positive approach motivates and engages your team. 𝗥𝗲𝗴𝘂𝗹𝗮𝗿 𝗖𝗵𝗲𝗰𝗸-𝗜𝗻𝘀: Make feedback a regular part of your interactions, not just an annual event. Frequent check-ins help maintain alignment and foster continuous improvement. By prioritizing constructive feedback, we can drive performance, enhance skills, and build a more resilient and adaptive team. How do you integrate feedback into your leadership style? Share your strategies and experiences below! ---------- Hey, I'm Kevin, I am the host of Working Wisdom and The Toxic Leadership Podcast and provide daily posts and insights to help transform organizational culture and leadership. ➡️ Follow for more ♻️ Repost to share with others (or save for later)

Have you ever received feedback from a team member that caught you off guard? Perhaps during a team meeting, one of your direct reports expressed concerns about feeling unheard or undervalued. This feedback surprised you because you genuinely believed you had created an inclusive and collaborative work environment. You realize there might be a gap between your intentions as a leader and the perception of your team members. One skill stands out as a critical factor in personal and professional growth: seeking feedback. Effective leaders understand that feedback is not only necessary for their own development but also crucial for fostering a positive and productive work environment. Feedback is very important for leaders, and here are the reasons why: 👉 Personal Growth and Development Seeking feedback allows leaders to gain valuable insights into their strengths and areas for improvement. By actively seeking feedback from your teams, colleagues, and mentors, you can identify blind spots and refine your leadership style. 👉 Building Trust and Relationships When leaders actively seek feedback, they demonstrate humility, openness, and a genuine interest in others’ perspectives. This fosters a culture of trust and psychological safety within the organization, encouraging team members to provide honest and constructive feedback. 👉 Enhancing Self-Awareness Feedback provides leaders with an external perspective, helping them understand how their actions, decisions, and communication impact those around them. It enables leaders to recognize their strengths and areas where they may unknowingly hinder their team’s progress. 👉 Driving Organizational Success Effective leaders understand that they don’t have all the answers and that their success relies on the collective efforts of their team. Seeking feedback from team members encourages active participation, innovation, and creativity. Seeking feedback isn't just about improving ourselves; it's about creating an environment where everyone feels valued and heard. It's about recognizing that we don't have all the answers and that our success as leaders is intertwined with the success of our team. If you're interested in learning more about the importance of feedback for leaders, check out our blog on this topic: https://lnkd.in/eg8ayJyv #leadership #feedback #executivecoaching

📍 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

𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗿𝗲𝗾𝘂𝗶𝗿𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸.  When you have authority, you need honest feedback, but how do you get it?    I learned that many employees saw my title, not me.    They were not candidates for honest feedback because they did not see me as an individual.    The people who helped me the most: 1. They were not impressed with my title or authority. 2. We had an overall honest relationship on a personal level. We liked each other. 3. They were usually blunt and told me and others whatever was on their minds. These people taught me more about leadership than any book or leadership class. 𝗪𝗵𝘆 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸? I needed feedback because I was learning about leadership. This statement was as true on the day I retired as the day I started.    Initially, I was not seeking feedback, but I soon realized how much I needed to learn. Time after time, I was swamped with tasks and responsibilities, and the feedback kept me from drowning.  I learned to trust certain people’s judgment.  They knew the people and processes in my business better than I did.    That is one of the problems with larger and larger teams.  You cannot know every person and every process intimately.    I was fortunate to find people who understood this fact and were willing to share their insights. 𝗧𝗿𝘂𝘀𝘁 𝗶𝘀 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹. Although the organization chart showed them as my subordinates, these people were trusted co-workers. And many were not in my division on that chart, but they were my team, and we were equals.    They each had skills I did not possess, and working as a team, we were effective. If you are a leader, identify those people and listen to them!    They will help you become the best leader you can be. #leadershiplessons #teameffectiveness #collaborationmatters

US Distance Learning Association (#USDLA) had a session noting student success increased when the instructor met with the student 1:1 and provided consistent, constructive #feedback. Having a connection with someone who cares and provides guidance makes a difference to employee success (and #retention) too. Let me ask, who would you prefer to work for? Someone who rarely gives you any feedback on your work, meets maybe monthly for a brief check-in where they ask you to report on your progress and seem busy and distracted or someone who regularly gives you feedback, meets with you regularly, coaches you, listens to your updates and challenges, asks you open-ended questions, and helps you find solutions. I'm guessing the latter where your leader actively provides feedback and regularly meets with you. Creating the connection and having personal conversations is one of the most powerful tools a leader can use to influence a teammates behavior, attitude, and results. This session reminded me of the true value of #leadership. The last 3 years showed we need #leaders who care about teammates as individuals, not just as workers. They show that they are invested in their success and well-being, not just in their output and results. They create a positive and productive work environment where a teammate feels valued, empowered, and inspired. We can focus on #performance but not at the loss of person, it is all wrapped up in one package. Lesson relearned is if we want to see performance success, invest the time to connect with your teammates. Schedule frequent and consistent 1:1 meetings to discuss work and life, provide feedback, and coach them. Use the time to have conversations with your teammates, understand their needs and perspectives, and help them grow and excel. Everyone succeeds then.