This month we are focusing on Strategic Execution, and the conversations needed to support the success of any Strategic Plan. One of these conversations is feedback and, more specifically, what “breakdowns & struggles” have been seen that need to be addressed by having a feedback conversation.
Why it Matters
Feedback is a fundamental leadership practice for improvement! To improve organizational performance, we have to deal with the areas that have low workability. Could you imagine a football team not looking at the game last week to make adjustments for this week?
So, what stops leaders from receiving or giving feedback? The biggest reason is that we have learned from an early age that feedback is negative, demotivating and possibly hurtful. In most cases, the view of feedback is that it’s bad news, wrong or even career-ending – so let’s just avoid it altogether.
As leaders, we have to be comfortable with giving constructive (useful, beneficial and purposeful) feedback and using it as a tool for improvement versus making others feel small, wrong or judged.
Remember, when you have leaders who are open to giving and receiving feedback, overall performance will improve!
In the next few weeks, ask 4 people to give you constructive feedback on your leadership. By modelling to others that you are open to receiving feedback, it will impact others’ listening for receiving feedback in a positive way, and as an important tool for success!
Awesome Watch (9 min):
The Joy of getting Feedback by Joe Hirsh
Have an Awesome Month Leading with Impact!