Feedback increases awareness and promotes growth

How long has it been since you last solicited feedback in hopes of obtaining candid, constructive, and (hopefully) well-intended input from peers, customers, and other leaders?

If it’s been over one year, you may want to consider validating your perceptions about how you show up to others, where you’ve grown, and where you may still have development opportunities.

When you get a feedback report, what do you first focus on? Frequently a quick scan of lower scores is done as we seem to want to address the negatives first. That’s not necessarily wrong, but don’t forget about checking out if your “magic dust™” (your special skills, abilities, and strengths) is recognized and appreciated by others.

Feedback must be both given and received to ensure growth, to build stronger relationships, to increase trust, and for becoming more effective in general. Here are 10 tips that may help:

1. Feedback should always be well intended when given, and the recipient open to receiving it.
2. Don’t confuse giving feedback with annual performance reviews.
3. Both serve a purpose, but to move the performance needle, feedback must be timely and meaningful. Don’t wait.
4. If giving feedback, allow time for the recipient to process it.
5. If receiving feedback LISTEN and digest it. That doesn’t mean you agree, it simply means you heard it. It’s your choice if you choose to act on it.
6. Keep an open mind.
7. Stay focused on what the other person is saying.
8. Avoid “rapport-breakers.”
9. Ask questions to gather information and to clarify and confirm intention and understandings.
10. Assume responsibility for successful and open communication.

We believe one of the most important skills any leader can have is a commitment for continual learning, with feedback being a must.

Is it time for you to solicit 360 feedback from colleagues, direct reports, business partners, customers, and other leaders?

Let us know; we can help!