Feedback; take as good as you give.

Aggie Aitken/2insight/leadership/feedback

Leaders use feedback to help people stay on track, to understand another's view and to motivate and energise. They focus on how to give effective feedback to improve performance. 

I often see leaders invest time in developing and honing their skills in how they GIVE feedback. Using well-known models like the Center for Creative Leadership's SBI Model they work on how to give constructive and impactful feedback. 

They avoid common mistakes (such as those highlighted in The Center for Creative Leadership's article "10 Common Mistakes in Giving Feedback") and become great at giving feedback that is timely, tangible, targeted and tied to goals. Their feedback is effective because it is specific and based on their actual observations. 

Giving feedback effectively is vitally important for leaders as it helps their teams to develop and grow. And I see that leaders who want to develop and grow themselves, focus, not only on how they GIVE feedback, but also on how they SEEK and RECEIVE it. 

Are there ways you can you seek and receive feedback more effectively?  

Is there something you need to be more open to hearing? 

Seeking feedback in a genuine way means that you are open to hearing something new. You are willing to ask open-ended questions, you seek clarification rather than make assumptions and you invite others to share and share their point of view. 

Like everyone, leaders work to overcome their fear of hearing something unwelcome or unexpected and they push through their hesitation to ask a tough question. They draw on their curiosity and empathy to enable others to feel safe and comfortable about sharing their honest thoughts. 

Receiving feedback sincerely means that you don't lightly brush it off. You take time to consider and discuss it more. You willingly want to increase your understanding by delving deeper. You know that this is an opportunity to learn more about yourself. And you know too that you will pick up new and useful information about the expectations or preferences of the person giving you feedback. 

Remembering to say thank you demonstrates that you have listened to and value the feedback you have received. It shows you are looking for the benefit and opportunity to learn from the feedback - whether this happens in the moment or at a later point. 

A common challenge for all of us as leaders is to create space to consider how we can use the feedback we collect. To think and talk about how it connects to the strategic direction we set. Or how it impacts the next steps we have planned and what it suggests could be done differently.

And so, when will you next ask - can we talk more about that?

Aggie Aitken/2insight/leadership coaching/Blog

Want to delve deeper into this topic?  Email me your questions, comments or book a complimentary 30-mins leadership development call via my email. . .

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