How Leaders Can Ask for Feedback – Remarkable TV

There's a vital aspect of leadership that isn't often discussed enough: the importance of seeking feedback. As leaders, we often find ourselves isolated, with a heavy responsibility resting on our shoulders. It's in these moments that seeking feedback becomes pivotal for us to understand how our decisions are impacting those around us.

There's a saying that leadership can be pretty lonely. It's true. We, as leaders, often encounter instances where we feel detached, unable to share some concerns or notice that people aren't sharing enough with us. This insulating nature of leadership makes it absolutely necessary for us to work on obtaining feedback, to gain a clear understanding of our surroundings and the consequences of our actions.

What to Seek Feedback On

Now, the question arises: what exactly should we be seeking feedback on? A generic request for feedback might not yield helpful results. Therefore, being clear in your question is key. Are our ideas resonating with our team? How do people perceive our approaches? Is the direction we're steering the team towards deemed right? What are the thoughts about the vision we've set?

Additionally, we can seek feedback on our methods, such as our communication style, and ask questions like, "Is the way that we're communicating working for you?" or "In what ways could I be more effective in helping you grow in your role?" Feedback on our performance and results is equally crucial. After all, leadership isn't just about steering the ship but ensuring it's moving in the right direction.

How to Seek Feedback

We've discussed the 'what' but let's talk about the 'how'. The first rule is to do it in private. Regular one-on-one sessions with your team members can serve as the perfect platform for this. During these sessions, make it a point to ask: "What can I do to help you?" or "What do you need from me that I'm not giving you?"

Keep in mind, though, that if you've not done this before, initial responses might be guarded or even non-existent. That's okay. Persistence is key here. The more consistently you ask for feedback, the more comfortable your team will become with providing it.

Moreover, it's essential to be earnest when asking for feedback. Let your team know that you're seeking feedback not out of mere obligation, but because you genuinely want to serve them better, help them be more successful, and provide them with the resources they need.

Asking for feedback in public can be done, provided there's a high level of trust within your team, and a strong sense of psychological safety exists. However, one-on-one feedback should be your go-to method, and public feedback should be more the exception rather than the rule.

Acting on Feedback

One common concern when asking for feedback is whether we have to act on all of it. The simple answer is no. It's important to listen carefully, understand the intention behind the feedback, but that doesn't mean we have to act on every piece of it. However, if a piece of feedback is repeated, it's probably time to take action on it.

Seeking feedback is not just about personal growth. It's about modeling a culture of continuous learning and development, encouraging everyone in the team to do the same. Remember, the best leaders are those who are willing to ask for feedback and act on it.

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