Whether they seek it or not, team members depend on leaders to give them the candid feedback they need to improve their performance. Good leaders oblige with a healthy dose of direction, suggestion, and criticism. Inevitably, some of the feedback team members receive can sting. On occasion, team members can react defensively, arguing against the accuracy of how their performance is viewed or the actionability of the recommendations.
Your topic is so timely and worthy of serious personal self reflection. Good leaders provide regular feedback to their direct reports, being mindful on how, when and where they provide the feedback. In my experience, I have noticed that some leaders at all levels of the organization, struggle in accepting feedback with an open mind. I’m still trying to figure out why. Unfortunately, arrogance, poor listening skills and a lack of respect for other’s perspectives prevent opportunities for personal and professional reflection and growth.
Great leaders have clearly articulated why feedback is so critical for themselves and for the team as a component of the team’s norms and slowly create a culture where feedback is not linear and not one way.
Defensiveness is so common... the best leaders will account for it in the way they deliver feedback instead of trying to figure out how to fight it once the defensive nature has been raised.
I love this note because it gives a trigger behavior to practice when that defensiveness is raised in your own spirit.
Your topic is so timely and worthy of serious personal self reflection. Good leaders provide regular feedback to their direct reports, being mindful on how, when and where they provide the feedback. In my experience, I have noticed that some leaders at all levels of the organization, struggle in accepting feedback with an open mind. I’m still trying to figure out why. Unfortunately, arrogance, poor listening skills and a lack of respect for other’s perspectives prevent opportunities for personal and professional reflection and growth.
Great leaders have clearly articulated why feedback is so critical for themselves and for the team as a component of the team’s norms and slowly create a culture where feedback is not linear and not one way.
Defensiveness is so common... the best leaders will account for it in the way they deliver feedback instead of trying to figure out how to fight it once the defensive nature has been raised.
I love this note because it gives a trigger behavior to practice when that defensiveness is raised in your own spirit.