August, 2018
We are all absolutely brilliant, in our own minds and self-perception! We assume that because we see ourselves and communicate in a certain manner that those around us will fully comprehend our Six W’s (Why, What, Where, When, Who and How). And yet, we often fail to pause and take the time to ask about how we are positively and negatively impacting others, verbally and non-verbally.
Asking others for their candid feedback is critical with being in tune with the question, by asking, in the overall scheme of things “How am I impacting those around me?”
“Think of feedback as a gift
that keeps on giving.”
This month, I ask you to create or re-wire your mindset to be one of seeking ongoing feedback. Think of feedback as a gift that keeps on giving.
There are a number of ways to solicit meaningful feedback.
- Formal 360 reviews such as The Leadership Circle. Proven instruments such as this are statistically reliable online assessments with a significantly normed database that allows a leader to see how they stack up against the profiles of like-positioned managers in other organizations. Before venturing into this territory ensure that you check with your Human Resources department to know what instruments have been selected to be the most relevant to your respective leadership talent management program. Also, confirm that there is a designated and authorized coach internally or eternally that knows the instrument and can help you understand your results and launch an effective action plan.
- Self-diagnostic instruments can help pose questions that can be administered by Human Resources or an objective third party. Due to timing, resources and level of confidence, some leaders may choose to take a self-assessment such as CEVEY Systems or Team Leader View to conduct their own review of how they doing as a leader.
- Informal, self administered leadership reviews such as the one noted in this month’s featured article. An added option is to use a variation of three questions that will fundamentally serve you throughout your career, provided you have the trust of your staff, peers and others outside your immediate network.
- What am I doing well?
- What am I not doing well?
- What can I do to fix or improve what I am not doing well?
Feedback is your personal and professional growth channel to find out how you are or are not contributing to your organization’s needs. We all deserve and need to know how we are doing and what gaps need to be addressed to make us even better human beings and leaders.
Please pass along this newsletter to someone you know may be interested.
Other Recommended Reading:
- Go to Harvard Business Review and see article “How are you perceived at work”
- What Got You Here Won’t Get You There by Marshall Goldsmith
- Visiting websites for the instruments mentioned in this article as well as other developmental tools