TIP 9: Build an environment where the gift of feedback can flourish
In an HBS article called “Discovering your authentic leadership”, Bill George shares the story of David Pottruck, the former CEO of Charles Schwab. Upon receiving feedback that his colleagues did not trust him, he recalled “the feedback was like a dagger to my heart. I was in denial and I didn’t see myself as others saw me. I became a lightning rod for friction, but I had no idea how self serving I looked to other people. Still, somewhere in my inner core the feedback resonated as true.” Bill George goes on to share that denial is one of the greatest hurdles that leaders face in becoming more self aware. I’ve had similar experiences in my time as a leader of leaders as well.
We all need to be aware of our human tendency to deny feedback because we all have blindspots, even the best of leaders. If the feedback is coming from someone you respect and trust, someone who you know has a real interest in your development, you’re wise to receive that feedback as a gift.
As a leader who wants to develop a great team of leaders, who wants to grow your business to have meaningful impact, it’s in everyone’s best interest that you give caring and honest feedback to your management team. Leaders who give honest feedback to their team members are showing they really care about their growth and development. Jim Schleckse, an executive coach to CEO’s wrote in INC magazine “ if a person is willing to offer you honest feedback, that means they really like or even love you! If I care for you, I am much more likely to want to try and help you--even if it's just letting you know that you have spinach stuck in your teeth. The opposite of love isn't hate - it's ambivalence.”
The following are some tips for creating a healthy environment to receiving feedback and some tips for giving constructive feedback to your team members:
Prove you care: there are a number of sincere ways you as the leader can prove your care and concern about your team members. Monitoring their workload and work hours to make sure they are not overloaded. Showing interest in their personal lives as well as in their work. Asking and really understanding their strengths, weaknesses, preferred communication style, and personal goals so you can help direct them.
Prove you are fair: have honest and candid discussions about challenging issues. Admit your own mistakes and be vulnerable yourself. Be open to all views and don’t have a hidden agenda. Don’t give preferential treatment but value and work for the success of each member of your team.
Provide honest and complete feedback: be consistent in providing timely and thorough feedback supported by evidence. Don’t allow problems to linger without addressing them. Make sure that one-on-one meetings and reviews with you team members are a priority on your schedule and come prepared with meaningful feedback. Address bad behavior among team members quickly and privately.
Provide clear measurement and metrics: have clearly communicated metrics and measurement goals, with agreement by your team members, so there are no surprises. Develop clear monitoring of those metrics with full transparency to the team.
Leaders who create an environment where feedback is received as a gift are leaders who create teams that consistently exceed expectations because their team members are consistently growing in their strengths, abilities, teamwork and outcomes. Create that healthy environment and give the gift!