How do you use feedback from outside sources?

Feedback from external sources can be a valuable tool for leaders who are looking to improve their skills and effectiveness. By following unbiased tips, a leader can use feedback to identify areas of improvement and to make positive changes in their leadership style.

If you have a strong LinkedIn community, you can also get feedback here. Put a question out to your crew. Ask if you handled a situation correctly. The feedback will be swift and wise.

Getting external feedback is crucial for personal development. However, not all feedback is helpful. To get the most out of it, ask for something specific and use the following questions as examples: 1?? What one thing from this project should I do more of? 2?? What one thing from this project should I do less of? 3?? What one thing could have made it even better? 4?? What are my strengths? How can I perform better in these areas? 5?? How do you feel about our level of interaction? Do you prefer more or less interaction? How would you like to see it change? 6?? What actions or efforts would you like to see from me in the next six months? 7?? What suggestions do you have to assist me in being the best leader I can be?

External feedback provides an unbiased source of information about leaders. While going for it, it should be directed to the right set of people with relevant, aligned questions specific to the role, rather than open ended questions. This will help to assess the feedback received and direct it towards the improvement plan.

Here's a simple framework for working with collected personal feedback: 1?? Understand: Read through all feedback. Reflect on recurring themes. 2?? Decide: Identify what to change. Recognize what to keep doing. 3?? Plan: Set clear, actionable steps for change. Determine how you'll measure progress. 4?? Act: Implement the changes. Monitor your progress regularly. 5?? Review: After a set period, assess the impact of changes. Adjust based on results and new feedback. Remember, feedback is a tool for growth. Use it to refine and improve continuously.

I’m a bit biased here but after many terrible and loaded experiences of performance management in the education sector I now work sometimes as a coach supporting leaders evaluate and apply an action plan resulting from a 360 feedback audit. I think an audit is a great learning tool because it is a perception piece and the coaching is essential because it gives a neutral space to build confidence, explore ideas, take creative leaps and move forward authentically.