Leadership is not a destination but a journey of continuous improvement. At the heart of this evolution lies one indispensable tool: feedback.
Feedback serves as both a mirror and a compass which enables leaders to see their current position while guiding them towards better paths.
Whether you're leading a small team or managing an entire organization, understanding how to effectively use feedback can pave the way for significant personal and professional growth.
As Ken Blanchard aptly said, "Feedback is the breakfast of champions." But how can you use feedback to enhance your leadership skills?
Let’s explore practical tips, strategies, and real-world examples that will help you turn feedback into actionable insights.
As human beings, we often decide too soon whether feedback is right or wrong. We’re incredibly skilled at what’s called “wrong spotting.” When feedback comes our way, we instinctively scrutinize it, seeking flaws—who gave it to us, why they’re giving it, where they delivered it, or even at an inopportune time like a family gathering.
If we find something wrong with the feedback, we can easily dismiss it and continue without making any changes. However, acknowledging accurate feedback can mean confronting uncomfortable truths and necessitates changes that might initially seem daunting.
Recognizing that triggered reactions to feedback are only the beginning of the journey is crucial. Dismissing feedback too quickly can result in missing out on the 10% that could be essential for your growth as a leader. This requires a mindset shift to remain open to receiving positive and negative feedback, constructive criticism, even when our instincts tell us otherwise.
To navigate this effectively, it’s helpful to understand the different ways we instinctively react to feedback and how these reactions shape our response.
There are three types of triggered reactions that people commonly experience when receiving feedback. Understanding these can improve your ability to process and benefit from feedback more effectively:
This reaction focuses on whether the feedback is accurate. Questions like, "Is this feedback correct?" or "Is it good advice?" arise. Truth triggers are particularly challenging because they involve understanding the giver's intent and overcoming personal blind spots.
For example, a leader might have a blind spot regarding their communication style, receiving feedback that it's perceived as overly blunt. Accepting this feedback requires openness and self-awareness.
Feedback often occurs within the context of workplace relationships. Sometimes our reactions are more about who is delivering the feedback than the actual content. For instance, receiving feedback from a new employee might raise defensiveness due to perceived inexperience.
Overcoming relationship triggers involves separating "who" from "what" and focusing solely on the feedback's substance. It's also beneficial to address any underlying relationship issues privately to prevent bias from clouding your judgment.
These reactions impact our sense of self and can feel deeply personal. When feedback challenges our self-perception, it triggers emotions of vulnerability. Research indicates that sensitivity to feedback varies greatly among individuals.
Some people might be significantly more reactive due to their personal history or inherent traits. Managing identity triggers involves developing emotional resilience and recognizing feedback as a developmental tool, not a judgment of personal worth.
Much of effective learning demands courage to embrace discomfort, as genuine growth often occurs outside our comfort zones. The fear of embarrassment or failure can prevent us from fully engaging in transformative development. In leadership, where stakes are perpetually high, avoiding discomfort can stifle potential.
Embracing discomfort means deliberately seeking challenging feedback. Rather than surrounding yourself with affirming voices, engage with diverse perspectives that question your assumptions and drive innovation. For instance, receiving feedback from stakeholders with opposing views on a strategic direction could provide critical insights that refine and enhance your approach.
Contrary to popular belief, being a “sponge” for feedback doesn’t imply absorbing every piece of information indiscriminately. Effective leaders exercise discernment, choosing feedback to internalize and feedback to set aside. This selective process focuses on feedback that is specific, relevant, and aligned with growth objectives.
Consider the scenario where a leader is operating in a multicultural team environment. Feedback might vary widely based on cultural norms and expectations. It’s vital to evaluate this feedback for its relevance to organizational goals versus personal adaptations that don’t serve the larger mission.
Additionally, not all feedback comes from informed sources. Thus, it’s crucial to consider feedback’s origin and expertise. Feedback that’s anchored in misconception or lacks nuanced understanding of your role might still offer insights when reframed and contextualized.
Here are 4 ways you can use formal and informal feedback to improve your leadership skills:
Formal feedback methods are an effective way to gain a comprehensive understanding of your leadership abilities. Leadership assessments look at specific skills and attributes to provide you with feedback on your strengths and weaknesses. These assessments can give you an objective view of your leadership capabilities and highlight areas for improvement.
Many leadership development programs and resources include assessments as part of their training plans.
Some leadership assessments gather feedback from the people around you, such as your peers, supervisors, and direct reports. This insight helps create a complete view of your leadership that is more accurate and relevant than feedback from only one source.
If you are not participating in a program or assessment that uses peer feedback, you can ask the people around you to give informal feedback on your leadership performance. For example, you could ask your team to assess your communication skills or send your supervisor a direct message that says, "I appreciate any feedback you can give me on my performance in today's client meeting."
Feedback is not just what people say explicitly but also what's implied in their comments, questions, and reactions. Learning to see this informal and unspoken feedback can be a useful way to identify your strengths and understand what is holding you back.
For example, a leader implements a new workflow but notices hesitation, repeated questions, and resistance from the team. Seeing this as feedback, they refine their communication and support strategies. After providing clearer guidance and open discussions, the team becomes more engaged and confident. This response signals that the leader’s adjustments are effective. By observing subtle cues, leaders can continuously adapt and improve their approach.
Feedback alone will not improve your leadership skills; you must take deliberate action before change occurs. This means using formal feedback from assessments and informal feedback from your peers to set goals for what you are going to continue, stop, or start.
You can then work toward your goals by seeking out the resources and support you need, such as leadership development programs or meaningful mentorship opportunities. As you progress, keep looking for both formal and informal feedback to guide your improvement process.
Receiving a constructive feedback highlights plenty of improvement areas, from developing specific leadership skills to modifying general leadership styles. As you include feedback to your development plan, you will likely come across one or more of these common areas for improvement:
Feedback intertwines two fundamental human needs: the desire to grow and the need to protect self-identity. Balancing these needs is crucial for leadership development. As you transition to higher leadership roles, accelerating your learning becomes fundamental. This involves being proactive about seeking diverse perspectives and being receptive not just to criticism, but also to commendations.
Feedback, in leadership contexts, extends beyond personal growth—it serves as a catalyst for organizational and team development. By modeling a candid and constructive feedback culture, leaders instill values of growth and continuous improvement within their teams. Such team environments foster not only individual advancements but also collective innovation and resilience.
Ultimately, effective leadership hinges on nuanced feedback reception. By understanding your instinctive reactions, managing triggers, embracing discomfort, and being selective with feedback absorption, you harness its full potential. Your leadership trajectory isn’t just about the skills you possess today but rather the developmental strides you're willing to take.
So, the next time you receive feedback, pause. Reflect on its merit, evaluate its applicability, and leverage it to fuel your leadership journey. Remember, your progress is not confined by your starting point, but rather by how fervently you endeavor to grow.