As we count down to Christmas, I am creating 12 daily leadership tasks, designed to be completed in 12 minutes or less that I am calling the 12 (Leadership) Days of Christmas. You can see the premise and links to the others in the list here. The best part about these tasks is that in doing them both you and your team will receive tremendous gifts (and no wrapping, tape or bows are required).
The ninth day in the lyrics of the longest-song-ever-except-Stairway-to-Heaven focuses on 9 ladies dancing.
I don’t know about your organizational experience, but in mine, both personally and in observing hundreds of organizations around the world, most people aren’t dancing when they receive feedback. In fact, dancing might be the least expected thing people might do after getting feedback at work.
But does it have to be that way?
Today, on the ninth day of our 12 day journey of leadership gifts, I suggest you give the gift of feedback. Here are your questions to consider . . .
How often do I give feedback that is truly welcomed when it is received?
How much positive feedback (encouragement, reinforcement and support) do I give compared to negative or corrective feedback?
What could I do today (and tomorrow…) to give feedback that is more likely welcomed and used by others?
Feedback is critical for learning and growth. A perspective other than our own is needed by anyone wanting to advance and progress. And as a leader part of our job is to provide that insight and perspective. In order for the feedback to be effective, it must be willing received by the other person.
I’ve written much about feedback over the years, so I thought I would close today’s post/task with a couple links that specifically get at the heart of getting your feedback received, valued and used. After you have pondered your answers to the questions above, invest a few minutes in these two posts.
Three ways to effectively show your gratitude. It is hard to give encouraging uplifting feedback without the points in this post.
Using the four types of feedback effectively. Yes there are four types – and knowing and using all will make a big difference in your feedback truly being a gift.
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