Many leaders understand the powerful impact that seeking feedback can have on their own growth and development.
Great leaders are known to be great learners, as they always demonstrate what it means to constantly improve. It’s their never-ending desire to get better that sets them apart from the rest.
The very best leaders know that the way they seek feedback plays a crucial role in building and maintaining the psychologically safety needed for people to speak openly and honestly.
Simply put, better leaders ask for more feedback. Recent research has shown that the leaders who rank in the top 10% in seeking feedback are rated much higher in leadership effectiveness (86% effectiveness rating). Whereas the bottom 10% had roughly a 15% effectiveness rating.
Great leaders take feedback seriously. As well, they seek it using multiple different tools and strategies.
Leaders such as this set very clear and precise goals based on their feedback. And as a result of their own learning process, they are very transparent with their plan of action in addressing the feedback they’ve received.
The number one thing that sets leaders like this apart from the rest is that they refuse to make the feedback process a check the box thing just to say they’ve done it. As well, they own their feedback, place it solely on their own shoulders and make no attempts to defend or debate when it comes to the feedback they've received.
In modeling the way the feedback process should be done, they inspire those working under them to do the same. In owning the feedback and showing deep gratitude to those who provided it, they build long-lasting, trusting relationships where people feel valued seen and heard.
And in creating these conditions in the workplace, they are ultimately creating the psychological safety needed for people to be their best and do their best.
If you are a leader reading this:
How deep do you go with seeking authentic feedback from the stakeholders in your organization?
What do you do with that feedback?
How do you share it with the people that you serve?
And how do you hold yourself accountable to be sure you stay on track with your own growth place based on the feedback provided?
Would love to hear your thoughts.
Thanks for reading.
KAUST Faculty, Pedagogical Coach. Presenter & Workshop Leader.IB Educator. #RunYourLife podcast host.