Promoting and Accepting Feedback

Professionals are often challenged by the concept of feedback. Many of us crave it but are simultaneously anxious to receive it and will definitely shy away from giving it. Beyond that, sometimes both professionals and leaders say they want feedback, ask for it, but then reject the feedback or don’t believe it’s worth listening to once it’s received. If you are a leader and you don’t value feedback, you are missing out on a valuable opportunity and are depriving your team of growth.

A leader’s view and ability to value feedback relates directly to their state of mind, or rather, their approach to accepting feedback. One of the most open and useful mindsets to have is this: Feedback is information, and information is power - the power to change, the power to create, the power to move, the power to evolve, and the power to innovate. Without feedback, you do not learn. Without feedback, your team members don’t learn.

In the area of promoting learning, feedback can be either positive or developmental. Both are useful. Too much of one or the other isn’t bad, but every performer craves both and will notice the absence of either. 

In fact, Gallup research found that when managers provide daily feedback versus annual feedback, their employees are:

  • 3.6 times more likely to strongly agree that they are motivated to do outstanding work
    • 3.0 times more likely to be engaged at work
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As a leader, it’s important to commit to helping your team members grow and develop. Give them feedback – both positive and developmental – with the intent of helping them achieve higher levels of performance. Additionally, dedicate yourself to being a better leader by asking your team for feedback and being open to the feedback, regardless of the form it takes and how effectively it’s delivered. Listen and reflect on what you can learn from the responses in order to improve both yourself and your team.