Effective Leaders Ask for Feedback

I coach leaders to seek feedback to source the information they need to make the best-informed decisions. Recently, I turned that coaching on myself. I was surprised at the feedback I received.

“Half of what I know is probably wrong. I just don’t know which half.”

―?Anonymous

This Week’s Edition

What information do you not have that would be helpful to know as you plan for 2025?

Clarify Your Thinking

I’m doing a six-part leadership workshop for a client and her team. The third installment focused on soliciting feedback. In the moment, it dawned on me that halfway through the series, I should ask them for feedback. So I did.

We sent a survey to the 75 leaders according to a common framework:

→ What could be done better?

→ What’s going well?

→ What’s not going well?

It’s a simple framework, and yet very powerful. My ego was pleased to see the overall feedback was positive. Whew! Putting that aside, the more important information was discovering their answers to the last two questions:?

What’s not going well?

→ There aren’t enough practical examples

→ The illustrations are too high-level

→ I don’t feel comfortable answering questions in a large group

What could be done better?

→ Can you connect the concepts to practical applications for my day-to-day?

→ Can we break out into small groups for richer discussions?

→ Can you give us specific examples?

This feedback was pure gold because I can take this feedback, make slight changes to the remaining three workshops, and deliver a richer experience for the participants.?

Also, I will have modeled for them the power of asking for feedback–better program delivery. And they will have seen the power of offering feedback–their input was considered and adopted.

Old Thinking: I know what to do, and I am pretty sure I know what they might say. I will make the decision based on the information (and experience) I already have.

New Thinking: I’m pretty confident in what to do, but I might be missing something. I can easily ask for feedback to confirm what I know and source more information about things I might be unaware of or not considering.?

Thoughts Lead to Actions

We started this weekly newsletter 226 weeks ago. That’s a little over four years ago. It has been a true joy to write it and serve the leaders who receive it. Weekly, we receive comments that are positive and supportive of the work.?

We pursue continuous improvement in every aspect of how we serve you; therefore, I welcome your feedback on the newsletter.?

My request: please take this short survey to provide the information we need to improve and enhance this offering. It should take no longer than 2 to 3 minutes.?

Bonus: we will do a drawing of all those who complete the survey, picking five winners to receive a copy of both of my books: Performance Intelligence at Work & The Reluctant Disciple.?

Happy feedbacking…both to us and to you as you ask your people for their feedback.

Boost Your Performance

Watch this week’s video for additional thoughts on the leadership qualities you must possess to muster the courage to ask for feedback.

What’s Your Opinion?

How do you solicit feedback? Share it with me at [email protected]

If you are going to be a leader, you might as well be a good one. Don’t let doubt count you out. Have a confident week!

Robin Pou, Chief Advisor and Strategist

We live to make bad leadership extinct so forward this newsletter to others who strive to be confident leaders.?

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What is “The Confident Leader”?

During the Covid-19 Pandemic, I began a video series called “Panic or Plan?” It was designed to equip leaders to navigate the doubt they experienced and to rise in the confidence they needed to lead during turbulent times. It took off. I then started this newsletter to equip leaders in the same fashion each week for the doubt that crashes across the bow of their leaderSHIP.