Many leaders have a tough time getting honest feedback about their performance. There are many reasons for this, but fear is usually the primary obstacle. Most people struggle 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 know this is important. They also know it is happening anyway, just indirectly or behind their backs.
As a leader you must model the behavior you want to see and take steps to change this dynamic:
- First, this means asking for feedback and encouraging different points of view.
- When challenged don’t slip into defensive or explanatory mode but become inquisitive and seek to understand the other position
- When you are wrong, accept it and admit it
- Personally acknowledge you don’t have all the answers, but commit yourself and your team to asking the right question to get the best solutions
- Commit to hiring and promoting people on your management/leadership team who are smarter than you and push them to push you
- avoid/fire sycophants and “yes men”
- Encourage constructive conflict in your management meetings although keep the conflict focused 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 have to always deal with the power dynamic related to their position. Power can be exercised in many ways but is most effective when it is used judiciously to create an environment of accountability, trust, and honesty. High performing leaders always strive to achieve the best outcomes regardless of who gets challenged and/or who gets the credit.
Related articles
- Encourage Honest Feedback (capacity-building.com)
- Regaining Leverage In The Employer-Employee Relationship (capacity-building.com)
- Beware of too much praise from the boss (theglobeandmail.com)
- Definition of Employee Performance Management (thinkup.waldenu.edu)
- Employee Engagement 101 (hrblueprints.wordpress.com)
- Empowerment (ascendbusinessstrategies.wordpress.com)
- Improve Your Company Effectiveness Using the STAR Model for Feedback (brighthub.com)
- Feedback: How it helps you and others (thesearchforleadership.wordpress.com)
- Why you should join a peer group or CEO forum (sukimudan.wordpress.com)
- What Employees Really Want from Their Leaders (kellybusinessadvisors.com)
- How to Foster a Feedback-Friendly Company (entrepreneur.com)
- HR Tech Industry Sees Social Performance Revolution (prweb.com)