You're looking to improve your leadership skills. How can you best leverage feedback from a mentor?

Choosing the right mentor is crucial. Look for one who challenges your beliefs and urges you for commitments, timelines, and actions. Understand that a mentor is not your friend but is there to help you achieve your goals during their limited time. A good mentor offers practical advice to prevent repeating mistakes, not a quick-fix solution. You must put in the work. The best mentors slightly irritate you, prompt you to find answers yourself, and hold you accountable for your actions, behaviors, and eliminating distractions. Choose wisely.

To leverage feedback from a challenging mentor, approach each critique with openness and a growth mindset. Actively listen to their insights, ask clarifying questions, and seek specific examples for improvement. Implement their suggestions, regularly check in for progress updates, and express gratitude for their guidance, fostering a constructive and impactful mentorship dynamic.

Facing the toughest challenges and successfully getting through those is an open way to growth especially towards leadership roles. A mentor should be able to identify your potential and make you go through the challenges consistently. Make sure that you are selecting such mentors.

A mentor is primarily someone you an learn from. Someone who has experience and is willing to share that knowledge with you. Such a person should challenge you to be a better version of yourself. A key factor that determines if the goals are achieved is the presence of a feedback mechanism. This is vital for effective communication and growth.

When seeking feedback from a mentor, request specific and actionable insights on areas for improvement. Frame your questions to elicit detailed examples and concrete suggestions for growth. Actively listen, reflect on the feedback, and develop a plan to implement recommended changes effectively, maximising your leadership development under their guidance.

Listen attentively to the feedback provided by your mentor, without interrupting or becoming defensive. Reflect on their insights with an open mind, considering how they align with your goals and areas for improvement. Analyze the feedback objectively, acknowledging both strengths and weaknesses, and develop an action plan to address any identified areas for growth.

It can be hard not to get defensive when given negative information. Being given time, at a later to discuss points raised may help, especially for autistic people who can appreciate extra time time.

Implement the feedback provided by your mentor by taking specific actions to address areas for improvement. Create a plan with measurable goals and timelines. Regularly review your progress and make adjustments as needed. Follow up with your mentor to discuss the outcomes and seek further guidance or feedback, demonstrating your commitment to growth and development.

Seek feedback from a variety of sources, including mentors, peers, supervisors, and direct reports. Gather perspectives from different viewpoints to gain a comprehensive understanding of your strengths and areas for improvement. Consider both qualitative and quantitative feedback to inform your growth strategy effectively. Incorporate diverse insights into your development plan to enhance your leadership skills comprehensively.

Celebrate your progress and achievements as you strive to improve your leadership skills. Acknowledge milestones reached and goals accomplished, regardless of size. Celebrating successes boosts morale, reinforces positive behaviours, and motivates continued growth. Whether it's a small win or a significant milestone, take the time to recognise and celebrate your progress along the leadership journey.

Any progress, however apparently small is good. Regardless of how much progress and growth may be desired, knowing you have made progress is good. Celebrate this with the mentor and consider the next steps.

Leadership is a tricky area to mentor due to the way we often present ourselves in work situations. Those behaviors are hard to disconnect from the emotions and context of a work setting. And consequently, they’re difficult to convey to a mentor. That said, there is a way to get help! It involves looping in a handful of trusted colleagues to provide you their perspectives on how you lead. The key word is ‘how’. Ask for any example, no matter how small, where you showed either the potential to lead or actually demonstrated leadership, along with the context. Get 3-5 perspectives and send that to your mentor. Then collaborate on an action plan that, among other topics, describes your strengths and tendencies that you can lean on to lead.