Unlocking the Feedback Vacuum

There’s a feeling inside of wondering. A curiosity that can feel unsatisfied. How am I really doing? Am I making the impact that I want? What don’t I know? How could I become even better? Lacking feedback contributes to feeling this uncertainty, but how can you resolve these feelings when you’re in a leadership role with a vacuum of feedback from your team, peers or even your boss (if you have one)?

According to Tasha Eurich and her research, up to 95% of people think they are self-aware, but only 10-15% actually are. This means leaders need to seek and embrace feedback regularly in various ways to tap into important information. Receiving feedback isn’t only tricky to obtain; it may also be hard to take in when it’s difficult to hear.

How to get feedback

The first step in receiving feedback is to be a leader who regularly offers it to others. Think about your peers, your direct reports, even your boss and how you might raise their awareness of something they are doing that is having a positive impact. Instead of asking people to think of something on the spot, ask if they may be willing to help you with your development by offering you some feedback in a future one-to-one meeting with them. Consider a 360 assessment where you can gather anonymous written feedback along with an evaluation of your skills against specific leadership competencies. These tools are exceptional at pinpointing the development areas of focus that may not be obvious in the anecdotal feedback you receive.

How to accept feedback with grace

It’s normal for your first reaction to receiving constructive feedback to go to defense. It can be easier to receive feedback in areas you’re already aware are challenging for you. So, what do you do? First, take one breath and let the information land. Next, no excuses, rationalizing, defending or blaming. Be vulnerable and thank the giver of the feedback for sharing it with you. Thanking them does not mean you agree with their feedback, it’s an expression of your gratitude for their courage to share it with you.

Once you have received the feedback, you have a choice to make. You can consciously decide to accept or not accept the information and decide on next steps. You can disagree with the feedback and continue as before. You can agree with the feedback and make minor or major changes. You can agree with just one part of the feedback and take baby steps to shift. And any other combination. What you do with feedback once received is 100% up to you.

Jim Collins said, “What got you here, won’t get you there.” As a leader, you must identify what will get you to the next level. It will take a conscious effort on your part to solicit it from others, receive it with grace and then reflect on how you’ll integrate the new information. Without it, you’ll keep doing good things with great just out of reach. Step into these feedback practices, and you’ll start to feel your doubts and uncertainty diminish. 

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Why leaders need to say no

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Inspiring vision – inspiring people