One of the biggest challenges faced by #21CenturyLeaders, is receiving regular, honest, #feedback.
You can overcome this challenge by using the following technique.
When you are conducting your regular one on one #conversations with your direct reports or peers, consider saying the following:
“Like yourself, I’m eager to improve myself as a leader, and I want to be the best leader I can be for our organisation. Over time, I have learned that it is challenging to improve without feedback. No doubt I have a view about how I’m performing and behaving, but it is never quite the same as hearing other people’s perspectives on how I am doing.
In that context, I would appreciate it if you would be willing to provide me with specific regular feedback? By regular, I mean every month or so, while sometimes it would also be helpful if you gave me immediate feedback if you saw something that needed instant attention.”
Is this something you would be interested in helping me with?”
(Assuming they agree – which most people will)…
To help them be effective with their feedback to you, they will need clarity and structure. In this context, there are four questions I recommend you ask them to focus on.
Continue reading The no-fuss way for leaders to seek feedback →