Here's how you can maximize feedback to enhance your performance as an entry-level leader.

Gather as much feedback as you can from a variety of different angles--from your peers, leaders and even customers if you have the option. Feedback can be formal or informal, but you want to demonstrate the openness of receiving feedback at any level. Requesting feedback empowers others to give you the raw honest truth to help continue leadership development, as well as fostering an open collaborative culture.

Leverage your support network—mentors, peers, professional coaches—you can gain new perspectives and insights and learn practical strategies. The support network isn’t just a source of encouragement but also a resource for diverse ideas and experiences. Each individual can offer a unique perspective that inspires and motivates your leadership journey.

When I first stepped into a leadership role, I quickly realized that feedback wouldn’t always come automatically. I had to actively seek it out. I made it a point to ask for input regularly, not only from my mentors but also from peers and team members. This approach didn't just fill my knowledge gaps—it also showed my team that I valued their opinions and was committed to improvement. Remember, the more you ask, the more you learn. Start by setting up regular one-on-one meetings, and make it clear that you’re open to constructive criticism.

Effective feedback is a critical skill for entry-level leaders. Set clear expectations, provide constructive criticism, and empower your team to continuously improve. Foster a culture of open communication and focus on precision and clarity. Remember, your feedback profoundly impacts team performance and morale

Maximizing feedback is crucial for enhancing your performance as an entry-level leader. Actively seek diverse perspectives from your team, peers, and mentors to gain a comprehensive understanding of your strengths and areas for improvement. Embrace both positive and constructive feedback with an open mind, using it to set clear, actionable goals. By demonstrating a commitment to growth and encouraging a culture of continuous feedback, you not only improve your leadership skills but also inspire your team to strive for excellence. This proactive approach cultivates a dynamic and supportive environment, laying a solid foundation for your leadership journey in the hospitality industry.

Active listening should be taught in school. In my experience, the most important element to active listening is clarification. This is for two reasons. Firstly, it forces you to understand the comment and seek more information. Secondly, it gives the other person the chance to clarify their position, reducing the chances of misunderstandings.

La escucha activa es una gran competencia ligada a las habilidades interpersonales pero .. ?CóMO ESCUCHAR ACTIVAMENTE? Es importante no interrumpir mientras nos están hablando y mostrar interés por el discurso del otro sin que haya ningún tipo de interferencias (ruidos, móviles, ordenadores) Atención plena Centrar toda la atención en lo que se nos está diciendo. Si detectamos en algún momento que nuestro diálogo interno nos impide mantener la atención, con delicadeza pero con firmeza, una vez que nos hemos dado cuenta, volvemos a llevar la atención a todo lo que no está diciendo nuestro interlocutor.

Absolutely agree 100%. Without understanding the message exactly as it’s intended there is no communication, just talk and talk is not communication.

Examples are a great way to learn. Ask people for an example when they give you feedback. Even better, think of an example yourself when you hear some feedback. That shows you are listening. It also gives an example that they might struggle to find.

I remember a specific instance when I received feedback that was hard to swallow. Instead of reacting defensively, I took a deep breath and focused on truly listening. This moment of active listening transformed my understanding of the situation and helped me grasp the depth of the feedback. Always give the speaker your undivided attention, nodding and maintaining eye contact, and never interrupt. It’s about respect and understanding, ensuring that you’re fully absorbing what’s being communicated.

After one particularly challenging project, I sat down to reflect on the feedback I received. It was crucial to detach my emotions and critically assess my actions against the feedback. I thought about what I did well and where I fell short, using the feedback as a mirror to view my performance objectively. Take your time with this process; write down the feedback, analyze it, and align it with your leadership goals. This deep reflection is where real growth starts.

Regular self-reflection is a process that all entry level leaders (and all leaders in general) should engage in, particularly after receiving feedback. It will help you uncover blind spots, challenge your beliefs and identify areas for growth. You won't respond to every bit of feedback you receive, but you need to honestly reflect on feedback to identify that which is of most value to you for action and attention. If you are not reflecting, you are not learning and evolving. It is as simple as that. And you cannot make use of feedback unless you take time to first contemplate it. Only then can you obtain insights that will help you develop and become more self aware.

Don't just hear feedback, actively listen and then delve into it. Reflect critically on the strengths and weaknesses highlighted. Consider if the feedback aligns with your self-perception and how it can be applied to specific situations. Is there a pattern to the feedback? By truly understanding the message, you can identify areas for targeted improvement and develop a concrete plan to become a more effective leader.

This point seems very important to me. My recommendation is that you do a gap analysis with the comments received, prioritize them and then analyze the root cause of the top 5... do not try to cover them all, go step by step. Then make an action plan that you must take into action and periodically monitor with concrete measurements.

Transforming feedback into an action plan was a game-changer for me. I identified key areas for improvement, such as my communication during meetings. I set specific, measurable goals, like asking more open-ended questions to encourage dialogue. To make this effective, break down your goals into actionable steps and set deadlines for each. This structured approach ensures that feedback is not just heard but acted upon.

Transforming feedback into a roadmap for growth is key. Once you receive input, dissect it and identify specific areas for improvement. Maybe it's communication - can you schedule regular one-on-ones or implement a team feedback board? Perhaps it's delegation - can you set clearer project expectations or break down tasks into smaller chunks? Set achievable goals to address these areas. By translating feedback into actionable steps, you'll actively work towards becoming a stronger leader.

Implementing changes based on feedback was both exciting and daunting. I began adjusting my meeting styles and was mindful of my communication. It didn’t happen overnight, and not all changes were instantly successful, but the key was to remain committed and adaptable. Track your progress and be open to adjusting your strategies as you learn what works and what doesn’t. This commitment to adaptation is essential for any leader aiming for continual improvement.

Once I had implemented changes, I circled back to gather more feedback. This wasn’t just to see if the changes were effective, but also to show my team that I took their feedback seriously and was dedicated to continuous improvement. Regular follow-up not only helps you fine-tune your approach but also strengthens trust and communication within your team. Always make it a point to ask, "How am I doing now?" This reinforces a cycle of continuous development and team engagement.

By actively seeking, accepting and acting on feedback entry-level leaders can accelerate their growth, build stronger relationships with their teams and enhance their overall performance. We need to create an atmosphere where team members feel comfortable providing honest feedback. Approach feedback with an open mind. Listen carefully and avoid becoming defensive. Encourage detailed feedback by asking for specific examples of what you did well and where you can improve.

This is the kind of feedback you should look for from your team as an entry-level leader: You probably have a very junior team. They don't know what they want, can't tell a good leader from a bad one, and probably expect more of a mentor than a leader. Your role initially is to ensure your team can do its job well. Once you master that, you can focus on their development. The feedback you seek should answer these questions: > Have I been clear about what you have to do? > Do you understand how will I evaluate your work? > Do you know when and how to get my support? > How can I best support you?

We have all had experiences where invited feedback has been presented in ways that are negative and challenging. It is super important that you don't use this as an opportunity to punish yourself or start ruminating and overthinking. I tend to find that every bit of feedback (regardless of how it is presented) has a 'kernel' that can be taken away to serve as a point of reflection and possible growth. So my best advice is to take a developmental lens to how you consider feedback. Then you will be hunting for those hidden kernels of insight instead of searching for evidence to use to punish yourself.

As an entry level leadership focus on the TREAT leadership with connection with LEAP leadership Treat Leadership involves task learning, relationship, empowerment, authority, and team building LEAP leadership involves continuous learning enjoyment autonomy which enhances the performance Both treat and leap leadership are interconnected to each other for better and effective performance