4 Mindsets to Receive Feedback

According to a Stanford Graduate School of Business Advisory Council survey, self-awareness is the most critical attribute for leaders to develop.

A 2016 survey by the Harvard Business Review found that while 95% of leaders believed they were self-aware, only 10-15% of their employees agreed.

There are many reasons for the disparity between the self-perception of leaders and how their employees perceive their level of self-awareness, but the following are the 5 main culprits:

Blind spots: Leaders may have blind spots and be unaware of how their behaviors and actions impact their employees.

Lack of feedback: Employees may not provide candid feedback to their leaders due to fear of retribution or lack of opportunity.

Power distance: The power dynamic between leaders and employees can create a barrier to honest communication, making it difficult for leaders to receive accurate feedback.

Confirmation bias: Leaders may have a confirmation bias, seeking feedback that confirms their beliefs about themselves rather than seeking feedback that challenges their assumptions.

Perception of vulnerability: Leaders may perceive being vulnerable or admitting weaknesses as a sign of weakness, making it difficult for them to acknowledge areas where they need to improve.

So, how can leaders narrow this gap, receive feedback as a gift, and increase their self-awareness? Here are 4 proven Mindsets:

1) Create good intent: Remember that the feedback giver doesn't intend to hurt you. Instead, approach the feedback with an open mind and a willingness to learn.

2) Acknowledge your actions: Take responsibility for your behavior and create a plan to improve. Being intentional helps you recognize the impact of your activities on others and take steps to change.

3) Break down emotions: Identify the feelings involved in the feedback and associate a behavior with the emotion. For example, "I feel frustrated when you interrupt me during meetings."

4) Ask "what else" and say "thank you": Encourage more feedback by asking for additional insights and expressing gratitude for the feedback you receive.

In addition to these strategies, franchisees use The Franchise Owner's Dashboard to monitor specific areas and increase their self-awareness:

Vision, mission, and values: Discussing these topics with team members can help leaders align their behavior with the company's purpose and goals, helping them recognize if they are displaying behaviors that are counterproductive to their team's success.

Core genius: Identifying areas of strength and weakness helps leaders leverage their strengths and seek support in areas where they may be less skilled. Franchise owners must rely on their team members to achieve goals and appreciate their contributions.

Priorities and measurements: Setting clear priorities and measurable goals helps leaders track progress and stay focused on what matters most.

Professional friends: Engaging with other professionals and seeking mentorship and support assists leaders to gain new perspectives and feedback on their performance and recognize blind spots and areas for improvement.

Professional growth: Committing to ongoing learning and development helps franchisees expand their skills and knowledge and recognize when they need to update their approach or seek new ideas and best practices.

By implementing these strategies and monitoring key areas, franchise owners can increase their self-awareness and become better leaders, positively impacting their teams and organization.

Remember, self-awareness is a journey that requires practice, effort, and experience to develop.

Franchise owners take their leadership to a new level with regular 360 checks, and incorporating the feedback into your dashboard helps you create trust and engagement with your staff, clients, and peers.

Your Franchise Owner's Dashboard is free to download in the comments.?

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