Leadership Thought #199 – Encourage Constructive Feedback

Leadership Thought #199 – Encourage Constructive Feedback

Many leaders struggle to receive honest feedback about their performance. There are many reasons for this, but fear is usually the primary obstacle. Most people struggle with responding critically to others who can directly influence their work situation. While some leaders I’ve met through the years certainly justify this fear, many of them would much rather hear the truth (or someone else’s version of it) rather than walk around in a bubble with no contrary view of reality. They are smart and self-confident enough to recognize the importance of this. They also understand that it is happening, albeit subtly or without their knowledge.

As a leader, you must model the behavior you want to see and take steps to change this dynamic:

  • First, this involves asking for feedback and encouraging diverse perspectives.
  • Admit you don’t know everything, but promise to ask the right questions to find the best answers.
  • Hire and promote people on your management team who are more intelligent than you and push you.
    • Avoid/fire sycophants and “yes men.”
  • Encourage constructive conflict in your management meetings, but keep the focus on the issue, not the personalities.
  • Establish a continuous quality improvement mindset throughout the organization where work teams and individuals are expected to challenge the status quo and report back their results.
    • Reward people who get better results and change what’s not working
  • Create institutional vehicles that establish regular two-way communication with the field or front lines (this includes both employees and customers) and acknowledge and then act on the information
    • Anonymous survey instruments seem to work best with employees
    • Employee and customer focus groups are also effective
  • Seek out a coach, mentor, and/or peer group that will provide objective feedback and push you to achieve the results you set out to achieve

Those in positions of authority will always have to deal with the power dynamics related to their position. You can exercise power in many ways, but it becomes most effective when you use it judiciously to foster an environment of accountability, trust, and honesty. High-performing leaders consistently strive to achieve the best outcomes, regardless of who gets challenged and who receives the credit.

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