Great Leaders Become Excellent Because of Feedback About Their Lack of It
DON’T LET THE APPEARANCE OF EXCELLENCE BE BETTER THAN EXCELLENCE ITSELF
Some leaders would rather perceive that they are excellent at leading instead of actually being an excellent leader that influences change. In an earlier blog called - What is Your Excellence Reflex? I talked about the vulnerability loop. This occurs as a result of the leader initiating a request for feedback. Excellent leaders have the ability to ask for feedback because they have the proper mindset around receiving criticism in the feedback. Magical business performance occurs as a result of evaluating - What went wrong, what went right and what are we going to do next time.
Why Some Leaders Don’t Want Feedback
Leaders take leadership roles because they usually have leadership acumen. It can be true that some leaders perceive themselves as knowing it all. Another possibility is that some leaders don’t want to be criticized as being less than the excellent leader that they perceive themselves to be.
In my white paper- 5 Brain Changing Steps to Increase Self Esteem and Thrive on Criticism, I give insight on how to perceive feedback and how not to let criticism define you. Get a FREE copy when becoming a member of the Entrepreneurial Leaders Community join now>>
In any event, today’s leaders have to adjust their mindset if they will be effective at leading today’s workforce. There are 80 million Millennials working today. If you’re a Gen X leader, you are outnumbered by 20 million Millennials. The younger generation grew up being taught that they have a say in decision making. They thrive on giving feedback. Even if you’re a Millennial leader, receiving feedback can be a challenge. Excellent leaders capitalize on the input to further their mission.
The Art of Feedback
How does a leader get started with getting feedback from staff? Ask the simple question- “If you were me what would you do differently?” There is an art to asking for feedback. It starts with checking your pride at the door and taking the first step. Many team members will be reluctant to give feedback if they perceive a culture of suspicion instead of trust. Avoid the mindset of what will staff think of me, if they see me being vulnerable. People are going to think what they think anyway. Invite feedback and use it to your advantage.
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