DISCOVER FEEDBACK THAT’S EASY TO RECEIVE -To Expedite Your Leadership Effectiveness

Discover how your leadership is landing with your team while avoiding the dreaded “FEEDBACK” conversation. Suffice it to say “Forward feedback” evades negative, critical comments, while still uncovering areas where you need improvement.

TIP:

You’re giving your employees a voice, and I guarantee you’ll elevate their respect for you.

?

HOW TO CONDUCT “Forward Feedback”

In private, say to each of your staff, along with the leader(s) you report to:

“I’m working on my leadership skills and wondered if you could please tell me one or two things I can do better IN THE FUTURE regarding my leadership? Please avoid going into the past and only share with me future suggestions to assist me in becoming a more effective leader. Now, if you’d like to think about it for a few days, I can get back with you. And I promise the only thing I’ll say at the end of your sharing is, THANK YOU!”

STOP anyone who attempts to go into a past event, or who is tempted to tell you what you’re currently doing wrong. And REMEMBER, when they’re done sharing with you the only thing you should say is, “Thank You!” THAT’S IT.

If you need clarification, you can go to the person and say, “John, could you please elaborate, or give me an example for the future regarding what you were sharing with me during our Forward Feedback conversation? THEN LISTEN and again ONLY say, THANK YOU.

SUBSTITUTE:

Now, if you are aware of an area where you need to grow, like “being a better listener or communicating thoroughly,” then substitute “What you can change as a leader” with this issue.

TIP:

If you’ll set the example by being willing to engage in this activity first, then your staff will be more amenable to periodically conducting “Forward Feedback” with each other, as long as you provide with it the appropriate supervision. This will make it an emotionally safe place for them to open up.

This is the brief version. More to come in the days ahead!

Cheers!