Fantastic Leaders Fight For Feedback

The most critical tool in any leader’s toolkit is TEACHABILITY.

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Teachability is a posture and a purpose.  A posture of acknowledging they don't know what they don't know, and a purpose to seek that out and take action to grow.

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It is far and away my #1 hiring attribute.  When you have it, you can go far.

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It is far and away the #1 firing deficit.   When you don’t have it, you won't go anywhere.

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And we are talking true teachability, not like the leader who told a client of mine, “I am very teachable…just not by you.”

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But finding teachable people starts with creating a culture that embraces, values, and seeks out feedback.

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And this starts at the top.

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Leader, how do you seek out and respond to feedback?

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Because how you handle feedback from your team sets the tone for a teachable culture.

Handle it well, and you create a situation of safety, a value of honesty, and a hunger for humility.

Handle it poorly, and watch as people pull their punches, stifle innovation, and slide into self-protectionism

In other words, are you a leader who FIGHTS feedback, or FIGHTS FOR feedback?

You fight FOR feedback when you seek it out, and when you treat it as a treasure.

Five Ways Fantastic Leaders Fight For Feedback 

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When you have solicited feedback, make sure you treasure it by following up with the feedbacker using these 5 statements:

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1. Thank you for sharing this with me.  You have to mean this, even if it was hard to hear.

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2. Here is what I heard you say.  Restate what you heard, and give them a chance to correct.

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3. Here is what I am going to do about it.  You don’t need a fully formed plan, but you do need actionable steps.

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4. Here is how you can help me.  Invite them into the process through your vulnerability.

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5. Here is my plan to get better, do you have any recommendations?  Give them space to step into the solution as a leader would–how would they coach YOU?

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Two Bonus Feedback Follow Ups:

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Here are two questions I love in feedback.  

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Where do you see a misalignment between my decisions/behaviors and our values?  This makes sure that feedback stays centered on objective agreed upon values and goals, and not just subjective expectations.

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What is it like to be on the other side of me?  This shows a willingness to really hear how other people are experiencing you–even if it is light years away from what is in your heart and mind.

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How is the teachability level of your team? If you don't like it, consider how you model teachability in how you handle feedback.

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Thomas helps leaders navigate what’s next in their lives, leadership, and teams.  If he can serve you in this, reach out to him HERE.

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Photo by Jason Rosewell on Unsplash

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