What does the F Word trigger for you?
Do you tire of being asked for reviews all the time? Are you reticent to ask people what they think of you? In this issue of Sirise Insights we look at the F Word – FEEDBACK! And why it can have negative triggers for some executives…
Feedback…
Nowadays, it seems we are constantly asked for our opinions. My inbox invariably has several requests for reviews, from the efficiency of a delivery to the cleanliness of a taxi I’ve travelled in. Most recently, I was asked how many stars I’d give to the Easter egg delivered to my mum? It was Cadbury's Caramel – it’ll always get five stars from me.
So yes, even if you only have good things to say, it’s easy to build up an aversion to feedback. However, it’s essential not only to ensuring that our customers are happy, but also to developing ourselves. I’m often surprised when I talk to successful leaders, confident in their abilities, who turn pale at the thought of finding out what others think of them. Why is that?
Perhaps it’s because they've had bad experiences in the past? Feedback that they've received that wasn’t constructive or was delivered in anger, without thought?
Let’s Rethink & Reframe Feedback
Perhaps it's time to rethink the use of feedback. Feedback doesn't have to be "bad" or "good". In fact, those words are unhelpful. The bottom line is that it is useful information or data that we can choose to act upon, or not.
As a leader, how can we truly understand the impact we're having on others unless we ask? Having the opportunity to hear from a wide range of people is an asset. Feedback is a gift no matter how senior we are in an organisation. See Why Warren Buffet Believes Feedback Is A Gift and You Should Too | Inc.com. Let’s learn from this business magnate - if our colleagues take the time to give us honest feedback, that is actually a huge sign of respect. We all know that it's much easier for us to offer up platitudes to the boss.
Actively seeking feedback helps leaders set the tone for the rest of the organisation. If you can learn how to give and receive feedback well, then others will follow. And that includes actively seeking out those quieter voices - not just those ‘go to’ colleagues who we already know will be straight with us and who we already trust.
Finally, good feedback needs to become a way of life within your organisation's culture, but it shouldn't be something that is overused. Use it sparingly and remember all those requests for reviews that clog up your inbox…
Is feedback a negative trigger for you? Could you benefit from exploring this with an executive coach? It has been said ‘Coaching helps the puzzle pieces to fall into place’.
I’d love to hear your thoughts on what’s worked well for you.