Congratulations. You stepped in and asked your Team for feedback. Now that this is sorted, what are you going to do with all the information that was shared?
As you consider this, let’s look back and summarize a few reasons why Leaders may not ask their Team for feedback. Do some or all of these resonate with you?
- Leader doesn’t believe they need feedback.
- Leader doesn’t want to know what their team thinks of their strategy, or approach.
- Leader wants to avoid embarrassment or to ‘save face.”
- Leader doesn’t have enough time to manage someone else’s perspective.
- Leader is not clear how to go about asking for feedback.
- Leader doesn’t know what to do with it once received?
Now that you’ve gotten clear on why you did not take action in the past – think through what it was like to receive feedback? Did you feel defensive, threatened, embarrassed or perhaps awakened? How did you react? What was the behavior? Did you break eye contact, roll your eyes, or listen attentively? These reactions should also offer insight to where you are today. They are an opportunity for growth as now you have a choice to ignore what you know, push it off, or take action.
Let’s focus on you taking action as this is where you can impact the team, the overall performance and goals/revenue. So, what do you choose to focus on? What are you willing to take on? If unsure, consider common themes within the feedback. Are your Team members saying the same thing directly or indirectly? If so, here may be a good place to start. It’s likely you need to do more of something, or maybe less of something else.
Keep in mind, change is always difficult, so remember, adjusting mindsets, or behaviors is a process, not a single event. Sometimes it can be a very slow process and often it won’t work out exactly as planned, despite your best efforts and intentions. As you would an employee’s development, appreciate the fact that it will take you time to change. Stay committed to your growth and focus on the journey.
Where to begin?
- Choose a topic of two that you want to address.
- Get clear on the behavior, or approach to be adjusted.
- Create structures of support around this behavioural change!
- Understand the impacts to the Team, overall performance or outcomes, and you as a Leader.
Now get into action by creating SMART Goals:
- Specific – a clear objective allows you to know exactly what needs to be done.
- Measurable – some sort of metric or data that allows you to quantify or qualify success.
- Attainable – something that is realistic and that you can accomplish.
- Relevant – actions that support your effort and get closer to you the change you seek.
- Time-bound – knowing what date you will complete the goal helps keep you on track.
Change can be difficult, so make sure to champion yourself and celebrate each win. Then check back in with your Team on the changes you’ve made. Seek their feedback. Utilize the services of a great coach to help you through the learning phase for this behavioural change; reach out to us to ask how we can support you!