Leadership is not a static destination; it’s an ongoing journey of growth, adaptability, and continuous improvement. At the heart of this journey lies a vital, yet often under-appreciated skill: the ability to solicit and embrace feedback.
While many leaders are accustomed to giving feedback, the true mark of exceptional leadership is the willingness to ask for it -- to actively seek it out. The best strategy to let someone know you’d like their feedback is to create a clear, intentional, and safe environment that encourages honest input. Here’s a step-by-step guide:
1. Be Direct and Transparent
Start by explicitly stating your desire for their feedback. Let them know why their perspective is valuable and how their insights will help you improve.
For example: “I really value your opinion, and I’d love to get your honest feedback on how I handled [specific situation]. Your input could help me grow and do better moving forward.”
2. Specify the Focus
Avoid general or vague requests. Be clear about the area (i.e., project, decision, behavior) where you want feedback. This makes it easier for the person to provide meaningful insights.
For example: “I’d appreciate your feedback on the presentation I gave last week—specifically on how clear the key points were and whether I addressed the audience’s needs effectively.”
3. Choose the Right Timing and Setting
Pick a moment when the person isn’t rushed or distracted. For more in-depth feedback, opt for a private, one-on-one conversation to create a comfortable and non-pressured environment.
For example: “Do you have a few minutes later today to chat? I’d like to get your feedback on how I presented the company’s decision during the team meeting today.”
4. Foster a Safe Space
Make it clear that their feedback will be received openly and without judgment. Express that you’re looking for constructive input, not just positive remarks.
For example: “I want you to feel comfortable being completely honest—anything you share will help me improve. I’m not looking for perfection, just ways to grow.”
5. Use Active Listening and Gratitude
When they provide feedback, listen actively and avoid interrupting or becoming defensive. Show appreciation for their insights, even if it’s constructive criticism.
For example: “Thank you for being candid. That’s a perspective I hadn’t considered, and I’ll take time to reflect on it.”
6. Follow Up with Action
After receiving feedback, take steps to implement it where possible. Later, let them know how their feedback influenced your decisions or actions.
For example: “I tried incorporating your suggestion during today’s meeting. It really helped clarify the agenda—thank you for the great advice!”
By being clear, intentional, and responsive, you not only gain valuable insights but also build stronger relationships and demonstrate your commitment to growth.
Coaching Corner
The best leaders are not those who have all the answers, but those who never stop learning. By actively seeking feedback, you not only improve yourself, but you also growth, trust, and collective success.
When will you begin?
