“There is no point giving them that feedback. They will never change so I stopped sharing it.”
Sound familiar? How do you even know if as a leader you are getting the right feedback?
Some leaders create a freeze on feedback, often without being aware of it.
Take the Feedback Freeze Assessment to see where you fall. Answer Yes, Sometimes, No to the following statements:
I receive both positive and critical feedback on my ideas.
If someone external was to gather feedback on me, I could predict who would say what.
When I receive feedback, I am curious to learn more and always ask clarifying questions.
I always thank people for giving me feedback, even if I don’t like what I am hearing.
My company encourages feedback and rewards candid feedback.
I frequently request feedback at pivotal moments in projects or initiatives.
When hiring, I question how new employees seek out and respond to candid feedback.
I know when not to ask for feedback.
I correctly evaluate when to ignore, accept or park feedback.
I don’t take feedback personally, but objectively seek to understand and evaluate it.
If you answered yes to eight or more questions, you have a healthy approach to feedback that will prevent you from getting lost in translation and being misunderstood.
If you answered yes to less than five questions, take time to understand what you can do to defrost the areas that are freezing your ability to ask for, accept and apply the lessons that feedback gives you. Learn more in Chapter Three of Rapid Growth, Done Right. —don’t have your copy yet? First 5 to reply “Yes please” I will send you one as a gift from me.
This is one of my favorite topics to discuss with leadership teams. Because it can have really quick results if you address it in the right way.
Want to talk about how your leadership team can create revenue and margin driving results? Let's chat and I’ll share some ideas unique to your own company.
Dedicated to growing your business,
Val
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