You want to improve your leadership skills. How can you get feedback that’s actually useful?

Three favorite tips for better feedback: (1) Ask good questions - "If you were going to improve this, what 2 things would you do differently?" will get you more goodies than just "can I have some feedback". (2) Invite someone to observe you in your work - their feedback will be much more specific and grounded. (3) Ask people both "ahead of you" and "behind you" for feedback - you'll be amazed by the insights you'll get when you lift up someone whose perspective might not always be tapped.

To get useful feedback on leadership skills, seek input from a variety of sources including peers, direct reports, supervisors, and mentors. Request specific examples and actionable suggestions for improvement rather than vague or generic comments. Create a safe and confidential environment for feedback, ensuring individuals feel comfortable sharing their honest opinions. Consider using anonymous surveys or 360-degree feedback assessments to gather comprehensive insights from multiple perspectives. Actively listen to feedback without becoming defensive, and demonstrate a willingness to reflect, learn, and make necessary changes. Follow up with those who provide feedback to show appreciation and discuss plans for implementation.

To improve leadership skills, seek feedback from diverse sources, including peers, subordinates, and mentors. Constructive feedback should be specific, actionable, and focused on behavior rather than personality. Encourage open communication channels where team members feel comfortable providing honest feedback. Actively listen to understand perspectives and show appreciation for input received. Set clear expectations for feedback, specifying areas for improvement or development. Regularly evaluate progress and adjust leadership approach accordingly. Utilize feedback to identify strengths and areas for growth, fostering continuous learning and development.

I find that feedback loops need to be built in to the project or process. Learning/practicing a new skill? Be sure to follow up with stakeholders as a part of the activity. Lead the meeting, do the presentation, exercise the new skill and then ask 1-2 people "what went well / what can I do better" as a follow up meeting. If you don't plan for feedback, you might not get it.

To improve leadership skills effectively, seek feedback that's specific, actionable, and focused on behaviors rather than personality traits. Ask for examples and concrete suggestions for improvement. Utilize 360-degree feedback tools to gather insights from peers, direct reports, and supervisors. Foster a culture of open communication where feedback is encouraged and valued. Actively listen to feedback without defensiveness and demonstrate a willingness to learn and grow. Regularly follow up on feedback received to track progress and make continuous improvements. Remember, constructive feedback is a gift that can lead to personal and professional development.

Especially for leaders receiving feedback from your subordinates. Demonstrating your openness to receiving their candid and constructive feedback, attentively listening without your ego, and appreciating them will only reflect your humility. Try this and watch what happens next. Your team members will ask you for your feedback about them. Practice this and you'll have a very healthy communication and feedback culture in your team. And performance will come naturally.

receiving feedback can be daunting, we are naturally program to be defensive when someone says something not so "nice" about us. Take time to digest, at first you might feel uncomfortable, but after you sleep on it, you can come back to it and see if it is something you want to change or not

Focus on understanding the underlying motivations, concerns, and experiences driving the feedback, fostering mutual respect and trust in the feedback exchange process.

To effectively evaluate feedback, first ensure that it is specific and clear. If the feedback is vague, ask targeted questions to obtain more precise details. Next, identify patterns in the feedback from various sources. This step helps determine whether the feedback pertains to isolated incidents or reflects a consistent trend that requires your attention.

I always suggest that people consider the source of feedback and criticism. Feedback is necessary for all leaders, as is self-reflection. Nevertheless, all feedback is not created equal, nor should it bear the same weight in assessing your effectiveness. There are many things to consider when determining the validity of feedback: the source, their credibility, what was said, the subjectivity, the level of knowledge or expertise, the person, and their personal antecedents. All of these elements are necessary in determining the validity, correctness, impact, and ferocity of feedback. After evaluating the feedback's composition and validity, begin to dissect and analyze it.

Translate the insights gleaned from feedback evaluation into actionable improvement plans. Identify specific areas for development, set measurable goals, and implement targeted strategies to enhance your leadership effectiveness.

Bei der Auswertung von Feedback k?nnen Situationen entstehen, in denen ich mich unwohl oder "ertappt" fühle. Hier ist Achtsamkeit gefragt: Diese Rückmeldungen l?sen etwas in mir aus. Das pr?zise zu reflektieren (Warum berührt mich das so?) ist eine wesentliche Grundlage dafür, dass ich mich dem Thema stellen kann. Wenn ich emotional reagiere, verpasse ich unter Umst?nden eine Gelegenheit für wirkliches pers?nliches Wachstum. Daher ist es auf jeden Fall eine Option, die Rückmeldungen nach der ersten Sichtung zumindest einmal zu überschlafen. Anschlie?end kann ich vielleicht etwas distanzierter (und wom?glich ausgeruhter) auf die Rückmeldungen blicken und deren eigentlichen Kern erfassen.

While setting SMART goals is essential, it's equally important to approach feedback with a growth mindset. Embrace the discomfort that comes with change, and be open to experimenting with new approaches. For instance, if feedback suggests you need to improve communication with your team, set a goal to initiate regular one-on-one meetings with each team member to better understand their concerns and provide support. Then, actively seek feedback on the effectiveness of these meetings and adjust your approach accordingly. Remember, growth happens outside of your comfort zone.

Wenn ich auf Feedback mit einer Aktivit?t, Ver?nderung oder einem Experiment reagiere, informiere ich die Feedbackgeber: "Ich probiere dieses neue Verhalten aus mit dem Ziel, XYZ zu verbessern." Auf diese Weise wird sichergestellt, dass die Verhaltens?nderung ihren Ursprung in ernsthaftem Feedback hat - was weiteres Feedback begünstigt. Vielleicht gelingt es sogar, die Feedbackgeber als "buddies" (im Sinne von Mentoren) bei der Umsetzung der Ziele zu gewinnen, so dass auch auf einer zwischenmenschlichen Ebene die Verbindung gest?rkt wird. Essentiell ist hierbei, dass das auch über Hierarchieebenen hinweg funktionieren kann, zum Beispiel durch Reverse Mentoring.

Feedback alone will not shift anything. It's the action that creates new results. Act on the feedback until you believe you've made noticeable progress and then begin the loop again. Check in with the person and see if it was enough or what they would have liked to have seen. Create a plan to enact the feedback, start small and make sure you count your wins. You're probably not going to go from zero to one hundred over night. Celebrate slowly down for the first part of your presentation, or the last part, or just being conscious that you need to slow down. You can almost always rope in a colleague to help keep track of your progress. Create an accountability buddy.

As a leader, the feedback you give to others can also serve as a mirror reflecting your values, biases, and leadership style. Consider the following questions: - How does the feedback I provide align with my leadership values and goals? - What can I learn from the reactions to my feedback? - How does giving feedback help me grow as a leader? By incorporating the practice of reflecting on the feedback you provide, you can deepen your self-awareness, improve your communication skills, and further develop your leadership abilities. This ongoing cycle of giving feedback, reflecting on it, and growing from the experience contributes to a dynamic and supportive team environment where continuous improvement is the norm.

When giving feedback, consider the power of framing. Instead of simply pointing out flaws, frame feedback as opportunities for growth. For example, rather than saying, "You missed the deadline again," try saying, "I noticed you had difficulty meeting the deadline. Is there anything I can do to support you in managing your workload more effectively?" This approach fosters a supportive environment where team members feel empowered to address challenges constructively. Additionally, providing specific examples helps individuals understand exactly what behavior needs to change and why.

Beyond reflecting on individual feedback, consider the broader context in which it arises. Are there recurring themes or patterns in the feedback you receive? This could indicate areas where you consistently excel or struggle as a leader. For instance, if multiple team members highlight your ability to inspire creativity but also note a tendency to micromanage, it may signal a need to balance trust and guidance in your leadership style. By recognizing these patterns, you can prioritize areas for growth that have the greatest impact on your overall effectiveness as a leader.

Leadership development is a continuous journey that requires commitment, dedication and most importantly a GROWTH mindset. In this development journey it's crucial first to understand your current state, so you can identify strengths and areas to improve. Getting feedback from different groups of people (direct team, peers, management) as well as using a self assessment tool like DISC, StrengthsFinder or other can give you insights where to start from, so you can draw up a plan. In doing that it's really helpful to seek input from a mentor/coach or someone who knows you well and you can trust. There are different tools and options you can use to get feedback like 360 surveys,1to1s, focus groups; so you get valuable qualitative feedback.

A leader I admired once openly shared a personal failure in a meeting, highlighting the lessons learned. This act of vulnerability didn't weaken his authority but humanized him, deepening team connections. It encouraged a culture of mutual learning and resilience. Leadership involves growing together, showing that vulnerability is a strength, fostering empowerment, trust, and a cohesive team environment. Embracing vulnerability breaks down barriers and promotes genuine communication, driving innovation.