What do you do if you want to enhance your leadership skills by seeking feedback from your peers?

Understand the purpose of feedback. Seek feedback regularly and proactively. Listen and respond to feedback with openness and curiosity.

Adopt these 5 success tips when soliciting peer feedback to enhance your leadership skills: 1. Ask your peers to share specific feedback on your communication style, decision-making, team collaboration or any area you see an opportunity for development. 2. Foster a trusting and safe environment where peers feel comfortable providing honest and constructive feedback. 3. Pay close attention to feedback by actively listening without becoming defensive 4. Set aside time from your busy schedule to reflect on the feedback received and identify actionable steps for improvement. Implement changes gradually. 5. Express Gratitude for the valuable insights and let them know how their feedback has contributed to your growth as a leader.

Enhancing leadership skills through seeking feedback from peers is a powerful strategy for personal and professional growth. It demonstrates humility, a willingness to learn, and a commitment to continuous improvement. By fostering a culture of openness, receptivity, and continuous learning, one can leverage the valuable insights of their peers to become a more effective and impactful leader.

As a leader, before you ask your team to do something--as in improving your leadership skills, you must first look inward. You must ask yourself if you are honest with yourself and if you are open to feedback. Leaders must lead by example.

Firstly networking is vital. Keep in touch with your ex colleagues. I am a great fan of transferable skills. The ability to think clearly and deal with problems particularly using your experience of what life has thrown at you. Do not be confrontational or aggressive. My biggest bugbear is ageism something I experience almost on a daily basis. Act as a consultant in your experience area. Always continue your education in whatever suits you not necessarily formal. The day you stop learning is time to gracefully retire. Do not brag but be positive.

Create a safe and supportive environment for your peers to provide honest feedback. Assure them that their input will be valued and kept confidential. Emphasize that the goal is mutual growth and improvement rather than criticism.

Create a safe and supportive environment for honest and constructive feedback to thrive. Assure your peers that their input will be valued and respected, regardless of whether it's positive or critical. Foster a culture of psychological safety where everyone feels comfortable sharing their thoughts and opinions openly, without fear of judgment or repercussion.

Be open and honest. how you respond to feedback will directly influence how much of it you get. If you react negatively to feedback, people will be less likely to give it. Practice listening intently, suspending judgement, and taking a deep breath before reacting. If someone is taking the time to give you feedback, whether it be positive or constructive, they are invested in you. Recognize the weight of that.

Be Specific in Your Request: When asking for feedback, be specific about the areas you'd like feedback on. For example, you might ask for feedback on your communication style, decision-making process, team management skills, or any specific leadership challenges you're facing. Choose the Right Timing and Setting: Choose an appropriate time and setting to solicit feedback from your peers. Consider scheduling a one-on-one meeting or informal coffee chat where you can have a candid and focused conversation about your leadership skills. Tell them you want to hear what they have to say (good or bad) and take the bad just as well as the good

The fact that you're seeking constructive feedback is an indicator of emotional intelligence. So, you'll clearly understand that you have to turn your ego off when accepting that input. Thoughtfully consider opinions, their value, and how these ideas can improve performance.

Approach feedback with an open mind and a willingness to listen. Be receptive to both positive affirmations and constructive criticism. Avoid becoming defensive or dismissive, and instead, focus on understanding and learning from the feedback.

Feedback is an opportunity to get better, do better, be better. It helps you to learn what you should keep doing and what you should change to be more effective. How you receive feedback will directly impact how much feedback you get and how meaningful and rich it is. If someone takes the time to give you feedback, recognize that they are investing in you. Give them space to be honest, clarify where it is unclear, be gracious and say thank you.

Ask Open-Ended Questions: Ask open-ended questions that encourage your peers to provide detailed and honest feedback. For example, you might ask, "What do you think are my strengths as a leader?" or "In what areas do you think I could improve as a leader?" Listen Actively: When receiving feedback, listen attentively and avoid becoming defensive or dismissive. Pay attention to what your peers are saying and seek clarification if needed. Take notes and ask follow-up questions to ensure that you fully understand their perspectives.

Take time to reflect deeply on the feedback you receive. Consider how it aligns with your self-perception and past experiences. Reflect on specific examples or situations mentioned in the feedback to gain a better understanding of your strengths and areas for improvement.

Reflect deeply on the feedback you receive from your peers, taking the time to consider its relevance and implications for your leadership development. Acknowledge both strengths and areas for improvement highlighted in the feedback, and seek to understand the underlying reasons behind any constructive criticism. Use this reflection as an opportunity for self-awareness and growth.

Reflect on the Feedback: Take some time to reflect on the feedback you've received and consider how it aligns with your own self-perception. Identify any common themes or patterns in the feedback and think about actionable steps you can take to address areas for improvement.

Based on the feedback received, create a plan of action to address areas for improvement and leverage your strengths. Set specific, achievable goals and outline steps you can take to enhance your leadership skills. Consider seeking additional resources or support to aid in your development journey.

Follow Up: Follow up with your peers after receiving feedback to thank them again and provide updates on any changes or improvements you've made based on their feedback. This demonstrates your commitment to growth and improvement as a leader.

Follow up with your peers to thank them for their feedback and provide updates on your progress. Solicit ongoing feedback to track your development and make any necessary adjustments to your action plan. This demonstrates your commitment to growth and improvement.

Follow up with your peers after receiving feedback to express your gratitude and discuss any further questions or clarifications. Seek specific examples or suggestions for actionable steps you can take to address areas of improvement and enhance your leadership skills. Maintain an ongoing dialogue with your peers to track your progress and continue learning from their insights.

For my fellow autistic and ADHD leaders, this topic comes with one step before you can take any of these suggested steps. You much first identify YOUR peers who are leading in ways you'd like to learn from and seek one or maybe two peers versus a larger group. Rejection sensitivity is often part of the autistic and ADHD profile, so being aware of your inner monologue and setting supports for yourself along the way is critical. Conveying this element to your peer is also helpful to this feedback process so that you both have a beneficial experience.

Fostering an open, honest culture where employees feel safe sharing feedback is crucial. It creates an environment where everyone feels valued and heard, leading to improved engagement and innovation. Leaders must also be mindful of power dynamics, acknowledging their authority and creating space for genuine communication. Cultivating a culture of open feedback benefits everyone, improving communication, relationships, and decision-making. So, leaders should actively encourage and respect feedback to empower their teams' success.

Para aprimorar suas habilidades de lideran?a, busque feedback de colegas e parceiros, demonstrando abertura a críticas construtivas. Inicie uma conversa honesta, expressando seu interesse em melhorar, e esteja disposto a ouvir e incorporar o feedback recebido para identificar áreas de desenvolvimento. Agrade?a pelo retorno e comprometa-se em implementar mudan?as para se tornar um líder mais eficaz.

Consider expanding your feedback network to include leaders, mentors, and other stakeholders who can offer diverse perspectives on your leadership development. Explore opportunities for peer coaching or mentoring, where you can exchange feedback and support with colleagues in similar leadership roles. And remember to reciprocate by offering constructive feedback to your peers, fostering a culture of continuous learning and development within your organization. By asking directly, creating safety, reflecting deeply, soliciting follow-up, and considering additional strategies, you can enhance your leadership skills through feedback from your peers, driving personal and professional growth as a leader.

Para aprimorar suas habilidades de lideran?a, busque feedback dos colegas com uma abordagem baseada em comunica??o, rapport e empatia. Inicie uma conversa aberta, esteja receptivo a críticas construtivas e demonstre interesse genuíno em melhorar. Utilize o feedback recebido para identificar áreas de desenvolvimento e implemente mudan?as positivas em sua abordagem de lideran?a. Agrade?a aos colegas pela contribui??o e mantenha um compromisso contínuo com o aprimoramento pessoal.