We don’t pull into traffic without checking our blind spot. And the same is true of good leaders regarding blind spots in their leadership practice. They hone their leadership skills by continuously seeking feedback.
In self-development terms, our blind spot is what others know about us that we don’t. (The upper right quadrant of the Johari Window.) So feedback from our team members is essential to develop our self-awareness as leaders.
Open-Ended Questions Provide Quality Feedback
I prefer to avoid formats that rate subjects or provide tick-box answers. Instead, open-ended questions encourage thoughtful and detailed responses. Which, in turn, encourages greater engagement by the recipient.
When designing your questions, consider what you want out of the process. These are some of the general questions I use to solicit feedback from team members;
- What do you think my strengths are as a leader?
- What ways do you think I could improve my leadership style?
- How can I make myself more approachable/open to feedback?
- How do you think I can better support the team?
- Are there any actions or decisions I’ve made that you would have handled differently? If so, what could I have done differently?
- Are there areas where I can provide more guidance and direction to the team?
- How do you feel about the team’s morale and engagement? Are there any specific issues that need to be addressed?
- What do you think is the most important thing for me to focus on as a leader moving forward?
- Is there anything else you’d like to share with me about my leadership style?
Receiving Feedback
Receiving and acting on feedback can be challenging, especially it’s when negative. But a poor reaction could harm the psychological safety of your team. So preparing to receive feedback is as important as asking for it. Keep in mind the following;
- Be gracious – the process is working if you learn things that make you uncomfortable. Be accepting and appreciative if you want people to continue being honest.
- Acknowledge/Act – be seen to act on or acknowledge feedback. Your team will be waiting.
- Reciprocate – if you’re asking your team for feedback, you should do the same for them.
- Lead by example – feedback shouldn’t be an isolated process. Create a learning culture where mistakes are regarded as opportunities to grow. Set an example by sharing your challenges and owning your mistakes.
- Consider coaching – coaching can provide a safe and supportive space to process feedback. It can also help identify the most critical areas for improvement, set realistic and achievable goals, and develop action plans to implement the feedback.
Do it right, and feedback will enhance your self-awareness, confidence, and leadership skills. And ultimately increase your value to your team and organization.
