As the year winds down, there are a few things to do before the year comes to an end. We need to take a checkpoint on the status of our goals and begin to set goals for the new year.
Feedback is the breakfast of champions.
We also need to assess development planning actions, and one that is not always consistently conducted is the need to provide, and request feedback.
Have you provided feedback to your staff or team members? Has your leader provided you with feedback? Assuming yes, was it constructive and helpful?
The Importance of Formal Feedback
If you’re a leader with direct reports, you need to commit to providing formal feedback monthly, in addition to providing timely feedback as required (Ex: recognition for a job well done, unproductive behaviors, missed deliverables, etc).
How many times have you wanted to provide someone with feedback, but were reluctant to do so for a variety of reasons? What’s your biggest obstacle?
A good way to get started is to remain fact-based and have specific examples that support your point. This removes the emotion, with the examples providing clarity.
It’s Not All About the Giving
Truly great leaders spend as much time collecting and acting upon feedback as they do providing it.
Feedback must be both given and received. Providing quality feedback is a gift and requires courage; receiving it also takes courage along with the willingness to listen. As leaders, we may be more comfortable giving feedback than receiving it. We all have perceptions as to how our co-workers, direct reports, business partners and customers would evaluate us, but few of us actually solicit feedback on a regular basis. So what can we do?
You can start simple. Ask others these 3 questions:
- What do I do that you like, and want me to continue doing?
- What am I doing that you want me to stop?
- What could I do better?
You may also want to consider using a formal 360 feedback program that provides much greater detail, but the questions above are a great start.
When’s the last time you completed a formal feedback process?
We suggest utilizing a coach to help you understand the candid, honest, and constructive feedback you’ll receive. Determine what you’re especially effective at, find out how you could be even more effective, obtain suggestions on how your behaviors could be enhanced, and update your development plan accordingly.
We view giving feedback as part of our job and have scheduled meetings (one on ones, performance appraisals) that lend themselves to discussing the positive behaviors and accomplishments, as well as the missed goals and opportunities.
Self-improvement takes time, courage, ambition, and the desire to change. Are you ready to take the next step and obtain formal feedback?
QwikTip and QwikCoach
PeopleTek’s Strategic partner, E-Coach, specializes in online coaching tools.
QwikTip for Becoming a Better Team Member
And for those with a QwikCoach license, refresh your existing skills and acquire new skills by visiting the QwikTips library for leadership ideas and techniques.
If you don’t have QwikCoach, it’s an excellent resource for growing your leadership skills remotely that you should consider.
Help turn your leadership knowledge into leadership action!
Did You Know?
Graduates of PeopleTek’s Leadership Journey Earn:
- IT Professionals: 19 priSM CPD credits
- Human Resource SPHR/PHR/GPHR: 19 HR (General) credit hours
- Project Managers: PMI – up to 37 hours / 3 PSM level points
- Executive Coaches: 18 ICF CCE’s (Core Competencies) & 5 ICF CCE’s (Resource Development)
Additionally, the Journey is approved for PMI re-certification credits.