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Greetings!
Spring is all around us--finally! The trees are in full
bloom. Kids are riding their bikes and waiting excitedly
for the last day of school. Graduates are anticipating
their futures. And the Red Sox started off the season
playing well. Spring is the perfect metaphor for new
beginnings. And so it's with mixed emotions that I
announce my colleague, Angie Nader, is leaving BGH
Executive Coaching/Consulting after three years.
Angie has accepted a great opportunity as Chief
Operations Officer with Aspire Co. in Fort Washington,
PA. I will miss her knowledge, insight, and
camaraderie. As she starts this new chapter in her
life, I wish Angie much happiness and success.
And now for the May/June issue of "Courageous
Leadership." In our last issue, we discussed giving
feedback. We hope you had the opportunity many
times over to practice giving feedback to others.
Today, we're going to discuss how to seek out
feedback--without waiting for the usual annual
performance review. Feedback provides you a view of
how others see your effectiveness in your role.
Enjoy the issue. Let me know how you do in seeking
feedback. If you are challenged with this or any other
leadership issue, email
me for a complimentary consultation.
All the best,
Brenda Hughes
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Have the Courage: Ask for Feedback |
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In today's complex and competitive world, it's more
important than ever to step up to being the best you
can be. In order to be your best, you first need to be
aware of your own strengths, opportunities, and blind
spots. Investing the time to be aware better equips
you to navigate your professional and personal life.
How do others see my leadership? What have
people been trying to tell me about my performance?
Asking for feedback lets you know how you're
doing. What if we took a leap of courage and actually
asked for feedback regularly? Being your best takes
discipline, focus, and continuous improvement. Don't
wait for feedback--go after it.
Seeking Feedback: Tips & Strategies
So how can we get feedback to help us be more
effective leaders? Here are some tips and
strategies.
1. Identify a developmental goal
Be sure you are clear on your developmental goals.
Think about messages you have heard from those
who know you well. Go back to past reviews and
identify any patterns or themes. Take a look at your
most recent performance discussion. Identify one or
two specific behaviors which, if you were to focus on,
would have a considerable impact on your
performance.
2. Decide which person you will ask
Ask someone who is credible, will be honest with you,
and has the opportunities to observe you. Identify
individuals who have an interest in your effectiveness.
Consider someone who will challenge your
perspective. It could be your immediate boss, another
leader, or a colleague within the team or in another
group.
3. Plan on timing
Decide how often you will ask for feedback from that
person. Once a person knows you are looking for
feedback, you will find that the person will be ready to
share his or her perceptions with you. The more often
you receive feedback, the greater the opportunity to put
your goals into action.
4. Ask for specific feedback
Even though you have asked a person for feedback,
remember that it's not always easy to give it. Help
the person out so it is safe for him or her to give it to
you and so it is specific enough for you to use it.
Ask for feedback using this simple framework:
Where and when?
In which situation did the behavior occur?
What did you observe?
What behaviors, words, non verbal cues need to be
changed or improved? What worked?
What was the impact?
What were the consequences of a specific behavior?
What impact did it have on other people? Was it
effective or ineffective?
5. Remind yourself how to behave when receiving
feedback
Do:
- Pay attention to your non verbal responses
- Ask clarifying questions
- Ask for specifics, if not given
- Paraphrase what's been said
- Thank the person for the feedback
Don't:
- Try to explain your behavior
- Be defensive
- Interrupt
- Worry about pauses or silent moments
- Ask the person to defend the feedback
6. Decide what to do with the
feedback
Document
Jot down the comments.
Reflect
Allow yourself time to reflect on the feedback. Not all
feedback is useful. And significant impact sometimes
comes from unpredictable sources.
Evaluate
Consider the accuracy and the source: who is giving
the feedback? Do you value his or her perspective,
even if it is hard to hear? Was it valuable? Will it be
helpful to you? Is it important? Will you act upon this
particular feedback? What will you do with it?
Keep in mind this important factor about feedback: it is
one person's perspective. So it's up to you to
consider it thoughtfully. Compare it to feedback you
receive from others, and see if there are common
messages. Develop ideas about what you want to do
differently or decide if you'll do nothing at all.
Remember, we need feedback in order to grow as
people, especially when we're in leadership positions
at work. Follow these strategies and you'll be well on
your way to courageously seeking feedback.
Interested in learning more about leadership
strategies?
Read about our services.
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