Leadership Tip - Giving and Receiving Feedback

"No one enjoys addressing others' deficiencies. But failure to do so sends the message that people are on track when they really aren't. And that may be the greatest disservice a leader can do to someone else".
- Eric Harvey

Dear Leaders,

How are you at giving feedback? How receptive are you to receiving feedback? Both can be very difficult yet both are critical if you are to be a successful leader.

As leaders we may be more comfortable giving feedback than receiving it. We view giving feedback as part of our job and have scheduled meetings (one on ones, performance appraisals) that lend themselves to discussing the positive behaviors and accomplishments as well as the missed goals and opportunities.

We all have perceptions as to how our peers, subordinates, and business partners would evaluate us, but few of us actually solicit feedback on a regular basis. So what can we do?

You can start simple. Ask 3 questions:

What am I doing well that you want me to continue doing?
What am I doing that you want me to stop?
What could I do better?

You can also use confidential 360' feedback programs that provide much greater detail and establishes a stronger baseline.

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There are 8 steps in the process to receive feedback:

1. ASK:
Ask your co-workers for feedback. The simple act of asking
sends a message that you value their opinion and that you
would consider changing a behavior based upon their input.

2. LISTEN:
Listen to what they say. Try not to evaluate whether they are
"right" or "wrong". Simply accept their opinions as their
perceptions of reality. Avoid trying to defend your actions.

3. THINK:
Think about their input before reacting. Make sure you avoid
overreacting or making commitments that you may not be
willing or able to keep in the future.

4. THANK:
Express your appreciation for the feedback. Letting you know
what they think is an act that may require courage. Take the
time to personally say "thank-you."

5. RESPOND:
Respond to the people who gave you feedback. After careful
thought, let them know the 1-3 areas where you plan to
change. Keep it simple; do not try to change
too many behaviors.

6. INVOLVE:
Involve them in the change process. Ask them if they have
any further suggestions. Recruit them to help you as you try
to change. Ask for their ongoing support.

7. CHANGE:
Do something about the feedback. Write down your 1-3 areas
for change and keep these in front of you. Remind yourself to
give these 1-3 areas the priority they deserve. Monitor your
own behavior on a timely basis.


8. FOLLOW-UP:
Follow up with your co-workers approximately every 3-4
months. Ask them if they think that you are changing. When
they start to say you have changed, they begin to believe that
you have changed!



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To summarize:

Feedback consists of both giving and receiving. Make sure it's frequent, consistent, timely and meaningful.

When asked to provide feedback, avoid the "halo" affect when all you provide are the "positives". Those intent on growing want to know how they can be more effective.

When receiving feedback, assume positive intent. Feedback does not always feel good, but take the time to reflect on it and then decide if you will take action on it.

If you receive non positive feedback from 2 or more individuals you need to take additional time to think about it and consider what you could change to turn that item to a "positive".


Let us know how you feel about feedback. Are you more comfortable giving feedback than receiving it? Why? Have there been any surprises?



Sincerely,
Jan Mayer-Rodriguez PeopleTek Vp Infrastructure jan@peopletekcoaching.com
Michael W. Kublin PeopleTek President mkublin@peopletekcoaching.com
www.peopletekcoaching.com
888.565.9555

LEARNING LEADING SUCCEEDING