Joe came to our first session determined to grow. He wanted to be a better leader for his team and the organization. He reached his senior leadership position through hard work and had recently been promoted from managing individual contributors to managing managers. Joe knew that constructive feedback is the best and fastest way to grow. But when he joined the new role, he realized he wasn't getting the feedback he needed to grow as a leader.
Though his boss is supportive, they are also too busy. His peers and reports seemed to not know what to say when he asked for feedback. Most feedback Joe received was along the lines of "Keep doing a great job." You can’t really grow from that, right?
Feedback is a critical component in both personal and professional development. When properly utilized, it can greatly enhance productivity, strengthen relationships and boost overall satisfaction. Research from Harvard Business Review shows that 57% of employees prefer corrective feedback, 72% believe their performance would improve if their managers provided corrective feedback and 92% agree that negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.
After our coaching sessions, Joe understood that he needed to support his colleagues in providing him with feedback for growth. “I need to help them help me,” he said when he started to implement his new strategy of getting actionable feedback.
Getting Actionable Feedback
Here’s how to ask for feedback that will actually help you grow:
1. Be specific. Don’t ask for general feedback. Say things like, "I’m working on my presentation skills. After you’ve listened to my presentation, what do you think I could do better?"
2. Ask for examples. When someone says they enjoyed working with you, ask, "What exactly did I do well? This way, I can be more aware of it and execute it in my future projects."
3. Focus on the future. Tell people you want to be more effective, and ask what they think you should change to achieve that. This approach helps people feel they’re contributing to building a better future rather than complaining about past performance.
Asking for honest feedback from your boss or peers might be challenging, but getting it from your team is even harder. People usually don’t feel confident giving feedback to their boss.
In my upcoming book, I share a tool that’s been super helpful for me and many leaders I've worked with. It’s designed to help you get the real, unfiltered feedback you need—even when trust is low.
Feedback is a critical component in both personal and professional development. When properly utilized, it can greatly enhance productivity, strengthen relationships and boost overall satisfaction. Research from Harvard Business Review shows that 57% of employees prefer corrective feedback, 72% believe their performance would improve if their managers provided corrective feedback and 92% agree that negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.
After our coaching sessions, Joe understood that he needed to support his colleagues in providing him with feedback for growth. “I need to help them help me,” he said when he started to implement his new strategy of getting actionable feedback.
Getting Actionable Feedback
Here’s how to ask for feedback that will actually help you grow:
1. Be specific. Don’t ask for general feedback. Say things like, "I’m working on my presentation skills. After you’ve listened to my presentation, what do you think I could do better?"
2. Ask for examples. When someone says they enjoyed working with you, ask, "What exactly did I do well? This way, I can be more aware of it and execute it in my future projects."
3. Focus on the future. Tell people you want to be more effective, and ask what they think you should change to achieve that. This approach helps people feel they’re contributing to building a better future rather than complaining about past performance.
Asking for honest feedback from your boss or peers might be challenging, but getting it from your team is even harder. People usually don’t feel confident giving feedback to their boss.
In my upcoming book, I share a tool that’s been super helpful for me and many leaders I've worked with. It’s designed to help you get the real, unfiltered feedback you need—even when trust is low.
Anonymous Feedback Rounds
Here’s how you can implement it:
1. Anonymous Notes: During your next team meeting, ask your team members to write anonymous notes answering questions like:
• What do we need to change to be a better team?
• How can we better support each other?
• What’s one thing stopping us from being the great team we can be?
2. Offline Or Online: You can do this offline using paper cards or online using a virtual board. Make sure you also write your note answering the same questions.
3. Shuffle And Distribute: Shuffle the cards and randomly distribute them among all team members, including yourself.
4. Advocate For Points: Ask each team member to read what’s written on a card and be an advocate for that point. Other team members can chime in if they feel it’s important.
5. Vote And Action Plan: After everyone has read their points, vote for the most important ones and create an action plan to address them.
This method not only encourages honest feedback but also initiates the transformation of your team into a high-performing unit, using feedback as one of the five essential pillars of high performance.
By fostering an environment where feedback is not only welcomed but actively sought, Joe transformed his leadership approach and saw his team flourish. The journey from seeking feedback to creating a culture of continuous improvement is what separates good leaders from great ones — Joe chose to be great.
Here’s how you can implement it:
1. Anonymous Notes: During your next team meeting, ask your team members to write anonymous notes answering questions like:
• What do we need to change to be a better team?
• How can we better support each other?
• What’s one thing stopping us from being the great team we can be?
2. Offline Or Online: You can do this offline using paper cards or online using a virtual board. Make sure you also write your note answering the same questions.
3. Shuffle And Distribute: Shuffle the cards and randomly distribute them among all team members, including yourself.
4. Advocate For Points: Ask each team member to read what’s written on a card and be an advocate for that point. Other team members can chime in if they feel it’s important.
5. Vote And Action Plan: After everyone has read their points, vote for the most important ones and create an action plan to address them.
This method not only encourages honest feedback but also initiates the transformation of your team into a high-performing unit, using feedback as one of the five essential pillars of high performance.
By fostering an environment where feedback is not only welcomed but actively sought, Joe transformed his leadership approach and saw his team flourish. The journey from seeking feedback to creating a culture of continuous improvement is what separates good leaders from great ones — Joe chose to be great.