Will you ask for feedback this week?

It may be just as hard to receive tough feedback as it is to give it.  To be an effective leader, though, you have to be able to do both.  In last week’s Launch List I gave you some tools and techniques for giving feedback.   Here’s some great resources that may assist you in effectively receiving feedback.

USE THIS: resource for giving and receiving feedback.  It’s a quick list of do’s for both.  For receiving feedback it mentions things like knowing what to ask for, preparing your sources, making it as painless as possible for the other person, being accepting, and focusing on the future.

DEVELOP THESE SKILLS:  SmartCompany recommends that you build 3 skills for receiving feedback.  They are:  welcoming feedback,  actively seeking feedback, and listening to everyone.

FROM A GROUP:  This article from Inc., outlines some rules for getting feedback from a group of employees such as doing surveys on a regular basis, allowing for anonymity, being believable that you want the feedback, and be sure not to put everyone in the same bucket.

WATCH THIS:  For all you “drivers”, “type A”, and other personality types like me that tend to be agenda driven and a bit assertive, I am pretty sure this guy created this video just for us.  It sure did hit home for me.  As a leader, you’ll be in a coaching role quite often if you are developing your team.  This video talks about the mindset and some language that is helpful for not being defensive and listening from a place of vulnerability.

Don’t guess at what people are thinking.  You’ll be wrong most of the time.  Ask them!  Other people may not think like you do or feel the same things or in the same ways.  It is only through asking questions and receiving feedback from others that we can continue to develop.

At the next meeting you facilitate, one-on-one you have with a member of your team, or group discussion, simply ask, “Is there something I can do to improve for next time?”  Another way to approach it is to ask for people’s “take-a-ways”.  By listening to what the other person took away from your session it helps you know what landed and what might not have.

 

 

 

 

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