What do you do if you want to leverage feedback and evaluation to enhance your leadership skills?

Seeking feedback via 360-degree surveys can be an extremely effective way to coach people. My favourite 360 degree survey is the Life Styles Inventory (LSI) 1 and 2 developed by Human Synergistics. It's a well-researched and reliable inventory that helps people understand how they think and behave.

As a high performer rather sensitive to rejection and criticism I had to learn two things very early on: 1. That feedback is an opinion / a fact / situation interpretation as seen in the eyes of the beholder saying more about them than I, and that 2. I should never ask for feedback from people who don't come towards others from a place of goodwill. This is why my first advice to anyone seeking feedback would be to: 1. Look for feedback from people who are already where you want to be - your role models; 2. See feedback as the manifestation of the other person's perception; 3. Retain your right to choose what parts of the feedback you will implement and what parts not (or not now), so you don't get lost in others' interpretation of you.

1. Actively seek regular feedback from a diverse range of sources, including peers, mentors, team members. When requesting feedback, be specific about the aspects of leadership you are seeking input on to ensure targeted insights. 2. Following receipt of feedback, take ample time for reflection. Consider the adage 'The way you do one thing is the way you do everything,' recognising that leadership traits often extend beyond specific contexts. Reflect on how feedback received in one area may apply to broader aspects of your work and life. 3. Define what 'enhancement' or 'improvement' means to you. Establish clear goals and action steps to address areas identified for development and hold yourself accountable for making meaningful changes.

Seeking feedback is very important, as it is incredibly intimidating for people to provide authentic feedback to a leader--especially if it is THEIR leader. So, I recommend that we actually ASK for feedback and then take time to ensure that it is real (and not just a platitude.

In my journey, actively seeking feedback has been the difference between progress and plateau. Rather than waiting for periodic reviews, I initiated regular check-ins with my team. This proactive approach not only highlighted areas for improvement but also uncovered strengths I was unaware of. Key to this process was creating a safe space where honest, constructive feedback was encouraged. It transformed my leadership style, making it more adaptive and responsive to my team's needs. Building relationships is key. Embrace feedback as a gift - it's invaluable for growth and development. Always ask, listen, and act on the feedback to truly evolve as a leader.

One pivotal lesson in my leadership development was mastering active listening. This meant not just hearing but truly understanding the feedback provided. I learned to listen without planning my response, focusing entirely on the speaker's message. This shift allowed me to grasp the full spectrum of feedback, including the nuances often missed when we're too eager to reply. Active listening transformed my interactions, making them richer and more productive. It's about valuing the feedback and the person behind it, showing respect and fostering a culture of open communication. I can't stress enough the importance of always looking to build relationships which helps both parties, not just us.

How to actively listen? :) Listen with the open mind - Feedback is a gift or present.. Open the gift, if it is useful - keep it, if not ignore & move on. Be Present: Focus fully on the speaker without distractions. Maintain eye contact and open body language. Hold Judgement: Resist the urge to defend or explain. Simply listen without interrupting. Ask Clarifying Questions: Seek deeper understanding by asking questions for clarity. This shows you value their perspective. Reflect Feelings: Acknowledge emotions expressed in the feedback. Show empathy and understanding. Summarise and Paraphrase: Repeat back key points to ensure mutual understanding. This confirms you've heard and processed the feedback.

In my leadership journey, deep reflection on feedback has been crucial. After receiving feedback, I take time alone to ponder its implications, beyond immediate reactions. This involves questioning how my actions align with my leadership goals and the impact they have on my team. Reflection has allowed me to internalise insights, leading to genuine self-improvement. It's not just about acknowledging feedback but integrating it into your practice. Regularly scheduled reflection times have made this process a habit, fostering continuous growth and a deeper understanding of my leadership style. Whenever I schedule anything in my calendar it gets done. No excuses. If its a priority - schedule it.

When we get feedback (which can be difficult/rare (see my thoughts on #1 above), I have found it to be VERY important that we give it genuine consideration. I know that it is easy to give our thoughts on the feedback right away, but it is not a good strategy. Instead, just reflect on it, and focus on any nuggets of value that can be found.

Turning feedback into actionable steps has been pivotal in my leadership development and I'm still working on this skill. Upon receiving feedback, I categorise insights into immediate, short-term, and long-term actions. This methodical approach helps in prioritising changes that have the most significant impact. For each action, I set clear, measurable goals and deadlines. Regular review sessions with mentors and my team ensure accountability and allow for adjustments. This process not only demonstrates commitment to improvement but also inspires my team to embrace a culture of continuous learning and development. Would love to know how this goes for you.

Take action immediately. A leader takes feedback and immediately applies it to his or her daily life and schedule. Leaders continue to gather information, make adjustments, seek input, and do it again. Seek feedback from others, but also assess your mood, functioning, relationships, and outcomes. Using all of these will assist you in becoming a great leader.

There is no point in feedback if we do not take the time to actually make the changes that are called for. One of the most dangerous things one can do is solicit feedback and then do nothing with it. This will inevitably result in no more feedback and will mitigate growth.

Sometimes we forget that it is ok to have flaws.. everyone has it.. - Focus on your strengths. Instead of fully focusing your energy in improving your areas of opportunity. - Be authentic. You may realise that you can never over that shortcoming. Acknowledge your shortcomings. It is OK. You can choose not to focus on improving it. - Be humble. Don't let praise (positive feedback) go to your head and don't let criticism (negative feedback) go to your heart. Stay grounded.

Prioritize! When you start seeking for feedback from multiple sources you will get many personal point of view. Make sure you set priorities on what you want to focus for improvement. One step at time.

Feedback is something that most of us claim to want, but VERY few of us actually handle well. Leaders who are able to effective solicit, receive, assess, and implement feedback will always stand above those who cannot.

Create a Feedback Culture: Encourage open communication and feedback exchange within your team. This fosters a culture of continuous learning and growth. Demonstrate Commitment: Show your team that you take feedback seriously. Actively work on implementing suggestions and share your progress. Celebrate Successes: Acknowledge and celebrate improvements in your leadership skills. This reinforces positive behaviour and motivates continued development.

To enhance leadership skills through feedback and evaluation, actively seek input from peers, mentors, and team members. Embrace constructive criticism for self-improvement. Utilize formal assessments like performance reviews for comprehensive insights. Create a plan to address areas for development with specific goals. Monitor progress regularly and adapt strategies as needed. Foster a culture of feedback within the team for continuous growth.