Hey everyone. Today I want to talk to you about feedback. I’ve said on previous videos as well as I feel like I repeat myself over and over again on this topic. Feedback is one of the most important, useful tools that you have as a manager or leader. It helps you to develop your team, it helps you improve performance, and it can actually improve motivation and engagement over all.
However, today I want to talk about you personally as a manager or leader. Are you leading by example? Are you seeking out feedback and using that feedback to grow and develop personally? I was listening to a podcast the other day and there’s something interesting that I wanted to share with you. The commentator challenged people to reflect back on the past couple of years. If they can’t look back and say 2 years ago that they were so stupid and can’t believe the things they were doing back then, then you really haven’t done anything to grow or develop yourself. So don’t be that kind of a leader. Be the leader who seeks out feedback and wants to learn and grow in almost every situation.
In order to do that though, if you are leading others and managing others, chances are, they aren’t openly giving you feedback. People are a little bit shy or hesitant to do that. So let’s start a conversation with people. I’m going to give you 3 questions that you can ask to get that conversation started and hopefully create some open dialogue about feedback.
The first question is to ask the person you asking feedback from is to reflect on the past year and to share some things that they think went really well as well as some things that they felt like you maybe struggled with. The second question would be, “What areas do you think that I could focus on that would help me add value or increase value to the team or to the department?” The third question is about communication because we can all improve communication. So, ask the question, “What can I do to communicate more effectively with you?” With those three questions at least give you a place to start that conversation and help create that environment of open feedback and dialogue.
The problem is that if you hear something that you don’t necessarily agree with, what do you do with that information, right? But, I challenge you in those situations, stay open, stay curious, ask good questions about what they are trying to say and what it means and how you should use it. And then personally ask yourself, “What can I learn from that information?” Even if it’s not how I see myself, I have to at least be aware of how others are viewing me and perceiving me.
So, take that information and develop a plan of how you could improve and start working on those areas as well. Feedback is not only a tool for your team, it’s a tool for you as well.
What are you going to do?
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