Mastering the Art of Feedback for Effective Leadership
Hearing negative feedback about yourself is never easy. Sometimes giving it is even harder.
An important part of a successful growth mindset in business is being able to give and receive constructive criticism in the workplace.
But when it comes to giving and receiving feedback, it’s only natural to feel anticipatory feelings of worry. The experience itself is rooted in confrontation, something we are conditioned to shy away from while in the workplace.
Forbes breaks down the numbers from national studies, stating that over half of Americans are unhappy in the workplace, and 79% of employees cite “lack of appreciation” as the main reason for quitting their jobs.
These national studies prove that all employees want, over money and over promotions, is to be appreciated by their boss.
The Harvard Business Review also addresses this issue in its January-February 2014 issue, writing:
“The [feedback] process strikes at the tension between two core human needs – the need to learn and grow, and the need to be accepted just the way you are.”
Positive feedback goes a long way. A good leader does not assume that he or she knows everything.
He or she seeks for confirmation through regular communication and consultation with their staff.
Leaders are only as good as the army behind them, so while it can be terrifying to give feedback or terminate a fellow employee, it is also important to accept feedback so you too can grow both personally and professionally.
The Role of Feedback in Effective Leadership
Here are some tips to help you successfully change your approach to feedback as a leader:
Be Proactive: Address Issues as They Arise
Take the time to address issues as they happen. Your prompt attention to these matters will ensure that issues remain minor and are corrected immediately so the focus can return to the task at hand.
Focus on Future Actions, Not Past Mistakes
Instead, lay the focus on future action and behaviors to ensure that it doesn’t happen again. Even though you may not necessarily agree with their point of view, you should still strive to find a reasonable compromise that is suitable for all parties.
Encourage Dialogue: Make Feedback a Two-Way Street
Many times, management enters a meeting with their own agenda in mind, but it’s a two-way road, so you must be receptive. Take the time to really listen to your employee’s needs and see the situation from their point of view.
Stick to Facts: Avoid Personal Bias in Feedback
Emotions can invite personal bias into the conversation, so restrict the conversation to factual data. If you rely on actual facts and examples, it helps to prevent personal feelings from coloring the meeting.
Create a Roadmap: Planning for Future Success
Creating a plan of action for the future not only ensures that past issues are resolved, but it also serves to lay a foundation for success. It ensures both employer and employee are on the same page and share the same expectations moving forward.
As people, we are forever growing and changing.
Life is one big trial and error, and mistakes will be made, but the idea is that through practice, we avoid making the same mistake twice.
Instead, choose to use each experience as a stepping stone to foster growth and proficiency.
And don’t forget, the best leadership comes from within.
