Leadership: Being open for feedback

Most often, leaders say they are happy to get opinions about their performance. In many cases, they want it honestly. Some say they are open for consideration, but their behavior says otherwise. People in leadership role may find it challenging to get honest feedback about their performance. Many executives hire counselors and advisors like me to collect anonymous feedback from people who would otherwise be uncomfortable to offer opinions. We, as neutral entities, can report what we learn without fear of repayment.

Jerry, deputy director of large management companies, told me he is confident about his talent as a leader and is committed to improving his skills. At our first meeting, we decided to make 360 ​​food to increase its growth. We used an online survey tool to collect feedback from his boss, his peers, direct reporters and his clients. Jerry was excited about the process and eager to hear what people had to say.

Experience did not seem to be what Jerry expected; In fact, he did not like the results. Jerry estimated his leadership skills somewhat differently than the survey responded. While he saw himself as open to others' ideas, he said he was autocratic and administrator. What Jerry saw as honesty and commitment to the growth of his staff and the organization appeared to responders who argued and tended to be too important.

Jerry's cave hall has significant growth potential, but as many people do not resemble their responses for comments, Jerry drew down the results of the survey. He told him that the recipients misunderstood the device, that they saw him inaccurate and that the results did not reflect his true lead son. He locked his opportunity to growth by optimizing unexpected negative feedbacks.

It can be difficult to get feedback, especially negative responses that conflict with our identity. Often, leaders say they want to get honest feedback and see them react badly when they get it. Their negative reactions shut down the communication stations, thus eliminating opportunities for future pay. Some organized cultures show such consequences for comments on leaders whose employees fear negative consequences for viewpoints, even if the answers are considered confidential. This type of culture corrupted inhibits leaders and organizations and # 39; progress and performance.

Fortunately, Jerry spent some time thinking about the information that our survey produced. He worked through his initial response, moved beyond his bias and carefully evaluated the reaction. He learned to acknowledge it as a constructive criticism, even though he did not like it and acknowledge the growth of opportunity he introduced.

When Jerry opened up to hear what others had to say about his career, he found ways to differ. Most importantly, his new-found understanding of his own reaction to the 360 ​​process showed him how he had responded in a similar way when people introduced ideas that did not match things. Jerry realized that his behavior had created an environment that not only offended the openness he thought he would want but also tried to punish people approaching his approach.

Honest responses provide leaders with valuable opportunities to grow. The more open we are frank comment, the faster we grow. Remember, however, not all the reactions are necessarily valid. I tell customers that it's like boiled spaghetti thrown on a wall. Some strings stand and some do not. Take what constructive criticism is valuable to you and go on your back, but be careful not to waste anything before taking time to consider it. If you strongly respond to feedback, think carefully about that piece. It could have touched a nerve.

o Are you happy to hear honest feedback?

o Do you communicate this desire with the people around you?

o Are you open to the constructive feedback you receive?

o Will you be protected when you hear honest responses? Be honest with yourself.

o What changes help you to hear feedback?

o Boost the organization of your culture and reward honest feedback?

o Does your organization sense honesty?

o What changes will help people in your business to provide honest feedback?

Feedback is a gift you receive from your service provider. Negative reactions are rarely easy to give, so if you do not like what you hear, be sure to appreciate honesty and thank him for being honest with you.

SOURCE SBOBET

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