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How do you use feedback to identify your leadership strengths and gaps?

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Feedback is a valuable source of information that can help you improve your leadership skills and performance. However, feedback alone is not enough. You also need to reflect on what the feedback means, how it relates to your goals, and what actions you can take to address your strengths and gaps.

In this article, you will learn how to use feedback and reflection for improvement in the context of leadership development.

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1 Why feedback matters

Feedback is essential for learning and growth. It helps you understand how others perceive your behavior, actions, and impact as a leader. It also helps you identify your strengths and areas for improvement, as well as opportunities and challenges in your environment. Feedback can come from various sources, such as your manager, peers, subordinates, customers, mentors, or coaches. You should seek feedback regularly and from diverse perspectives to get a comprehensive and balanced view of your leadership.

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2 How to receive feedback

Receiving feedback can be a difficult experience, particularly if it is negative or unexpected. However, by taking a positive and inquisitive approach, you can make the most of the feedback. To effectively receive feedback, it is important to listen actively and attentively without interrupting, defending, or justifying yourself. Additionally, asking clarifying questions can help you to better understand the feedback, such as what examples, situations, or behaviors it is based on, and what the desired outcomes or expectations are. Showing appreciation and gratitude for the feedback, even if you disagree or feel hurt by it, is also important. Acknowledge the person for their time, honesty, and willingness to share their perspective with you. Lastly, it is important to avoid reacting emotionally or impulsively to the feedback. Take some time to process and digest the feedback before responding or taking action.

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Pedro Senhorinha Silva II

Listener | Speaker | Student | Teacher | Reader | Writer | Follower | Leader | Cross-Cultural Communicator | Non-Anxious Presence | Advocate | Passionate About Human Compatibility, Motivations, and Relational Flourishing
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I was once on a work trip in China and, as was usual for me at the time, was listening in on a coworker conversation but not sure how to enter into it. So, I decided I would reference a book as my entry point. But as soon as I spoke up, a woman I went to language school with yelled, "I hate hearing you talk. Everything you say comes from a book as if you never lived a life. I don't want to hear what you have to say if it's from a book." I immediately clammed up. And for a while, any time I was about to say, "I read in a book...", I'd have a flashback. But eventually I leaned in to the feedback and got vulnerable enough to tell personal stories. And it has made a huge difference in my life, relationships, and work from military to ministry.

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3 How to reflect on feedback

Reflecting deeply and critically on the feedback you receive is an essential part of the process of developing your leadership. It helps you make sense of the feedback, identify the key insights and learnings, and decide what actions you need to take to improve your leadership. To aid in this reflection, consider the following questions: what are the main messages or themes of the feedback? How does the feedback align or conflict with your self-assessment and self-awareness as a leader? What strengths and gaps does the feedback reveal about your leadership? What opportunities and challenges does the feedback present for your leadership development? What specific and measurable goals can you set based on the feedback? What concrete and realistic actions can you take to achieve your goals and improve your leadership? Reflecting on these questions can help you gain a better understanding of the feedback and how it relates to your leadership goals, values, and vision.

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4 How to act on feedback

Acting on feedback is the ultimate and most essential step in using feedback and reflection for improvement. It involves putting into practice the actions you identified in your reflection, and monitoring and assessing your progress and results. Taking action on feedback demonstrates that you are devoted to learning and development, and that you value and respect the feedback you received. Here are some tips to help you act on feedback effectively: Prioritize and focus on the most significant and influential actions you can take to enhance your leadership, based on your goals and feedback. Reach out for assistance and guidance from others who can help you accomplish your goals and improve your leadership, such as your manager, peers, subordinates, customers, mentors, or coaches. Ask them for feedback, advice, resources, or accountability. Monitor and measure your progress and results, using indicators such as feedback, performance, outcomes, or satisfaction. Celebrate your successes and achievements, and learn from your failures and mistakes. Periodically review and revise your goals and actions, based on your progress and results, and any new or changing feedback, situations, or expectations.

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5 How to give feedback

Giving feedback is a critical ability for leaders, as it helps you cultivate and empower others, as well as construct trust and rapport. To give feedback effectively, it is essential to be clear, precise, constructive, and timely. Here are some tips to consider when giving feedback: Start by recognizing the strengths and accomplishments of the person you are giving feedback to, and then focus on the behavior, action, or impact, not the person or their character. Utilize concrete and observable examples to illustrate your feedback. Additionally, provide suggestions and recommendations on how the person can improve or change their behavior, action, or impact, and explain the advantages and consequences of doing so. Invite the person to share their viewpoint and thoughts on the feedback, and listen to their response with empathy and respect. Finally, agree on the goals and actions that the person will take based on the feedback, and offer your support and follow-up.

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Cindy Kelly PhD, MBA, BCC

Talent & Leadership Consultant | I-O Psychology PhD | Board-Certified Coach | Associate Real Estate Broker | Empowering Growth & Success
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Feedback is extremely useful for leaders and should be done in a constructive way. It is important to be precise and clear but also in a way that you can help the individual grow in their skills and actions. The individual that provides the feedback must be careful on the words they use during the feedback session. If they are too critical or not able to provide examples, the feedback may come off as a personal attack. The feedback should be offered in a way to encourage the individual. This way, the individual feels respected but at the same time realizes that there are skills and behaviors that they need to work on.

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John Kim

Rigor with decisions, grace on the results
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Managers who give great feedback will win because a) their people get more professional and valuable b) results improve c) less time is spent on "oh I wish he would XYZ" d) it clarifies what the manager (they themselves) want from their teams e) it's a unique skill, most managers are terrible at this.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Christian Muntean

Advisor for rapid growth, scaling, succession and exits | Author | Speaker | Executive Coach | CEPA
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Feedback, "How did I do?", is helpful and has a place. But it is rearview-oriented. It's also asking for an evaluation. Many people, especially when talking to leaders, refrain from saying anything risky or evaluative. Instead, they tend to be safely positive and bland in their responses. Instead, I advise to seek feedforward, "What are one or two suggestions for how I can..." The answer implies knowledge of past performance. So feedback is built in. But because people can respond without having to make an overt evaluation, they are likely to be more candid. This means you'll receive more honest and practical ideas for improvement.

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Tuck Pescosolido

Associate Professor of Management, Faculty Director Hybrid & OL MBA Programs, University of New Hampshire
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I have found that a helpful way to receive feedback is to give focus and structure for those providing it. As an example, the "Start, Stop, Continue" framework gives the other person the opportunity to say what they like, what they don't like, and what they think I am missing in my performance. Consider creating a structure that allows others to talk with each other and cooperate regarding feedback, what one person thinks might be "inconsequential" at first becomes more important when they hear something similar from others.

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Azhar Hussain Ansari

A social Activist
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We invite feedback from the Trainees/Participants just to evaluate our efficiency and efficacy of the Training Program which was organized for the capacity building of the staffs/Volunteers of different NGOs/VOs/CBOs or Community Leaders. We learn new things from the participants. In the light of given feedback, a sincere Trainer/Facilitator can improve his/her teaching techniques. I usually, install an image of a successful personality and pursue my Training program with discussion through bilateral dialogue for involvement of all the participants. Through a feedback, I enhance my skill and knowledge for a further Training Program. In this way, I am a recognized Facilitator in my subject especially in " Disaster Mitigation Management".

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How do you use feedback to identify your leadership strengths and gaps?

1

2

3

4

5

6

1 Why feedback matters

2 How to receive feedback

3 How to reflect on feedback

4 How to act on feedback

5 How to give feedback

6 Here’s what else to consider

Leadership Development

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How do you use feedback to identify your leadership strengths and gaps?

1

2

3

4

5

6

1 Why feedback matters

2 How to receive feedback

3 How to reflect on feedback

4 How to act on feedback

5 How to give feedback

6 Here’s what else to consider

Leadership Development

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