Creating a culture of feedback is vital to any organization. Giving and receiving feedback is something every leader should be comfortable with.
To be an influential leader requires that you be genuine, authentic and real to make a positive impact on your teams.
A Partnership for Learning
The best way to champion feedback is approach it as partnership for learning.
- People who are well-coached about their performance are better positioned to make changes and take action toward a better future.
- Giving feedback is an important part of developing others and developing yourself as a leader and communicator.
- Being vulnerable to both giving and receiving feedback are the two of the most important skills you can learn, or improve, if you want to maximize your leadership and the success of your team.
4 Crucial Questions
As a leader giving feedback, ask yourself the following 4 questions to make feedback an integral part of your culture:
1) Am I ready to listen, ask questions, and accept that I may not fully understand the issue?
When you have a mindset that’s open and welcoming, you are approaching the communication of feedback from a positive more peaceful place. You are willing to be wrong or admit mistakes in the dialogue of feedback within your team. You are willing to say, “Help me understand better.”
2) Am I willing to acknowledge what you do well instead of picking apart your mistakes?
This is something all leaders need to pay attention to. Are we strictly focusing on what needs to be corrected or are we looking at the glass half-full to help the recipient understand they have good things in them as well?
Everyone has the ability to contribute and make a difference but leaders have to share the observations and thoughts to appreciate also what is going well.
3) Am I willing to hold you accountable without blaming you by placing the problem in front of us and not between us?
It takes courage and a strong relationship to move from blame to working together as a cohesive unit to tackle the issues of the day. Leaders need other people as part of their leadership journey as no one can be successful alone.
By blaming others, we create a culture of conflict and isolation.
Everyone seeks to win on their own terms. When we are facing a challenge in our organization, we need to face it together to maximize our strengths.
4) Is the feedback leading to our growth and opportunity?
As leaders, we need to keep in mind the long term objective of how feedback improves relationships and creates growth in our organization. Feedback is more than just an annual conversation between you and your team members.
Feedback: An On Going Dialogue
It should really be an on-going dialogue and an opportunity to nurture everyone on the team. Feedback sessions can be small opportunities for development and exploring more of the talent existing in our organization.
Setting the team up for success for growth and learning should be the leader’s foremost responsibilities.
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Filed under: Authentic Leadership, Leadership Lessons Learned, Leading & Developing Other Leaders, Leading Change, Professional Development, Servant Leadership, Values-Based Leadership Tagged: | Feedback, leadership, learning, organization