Feedback: The Gift That Keeps On Giving

?? Are you too good for feedback? Think again.

The path to becoming a top performer is not what you think. It starts with feedback.

As I grew into leadership roles, I learned a crucial lesson: no one is ever too good for feedback. No matter how high you climb in your career, feedback remains the cornerstone of growth and improvement. Yet, as leaders become more senior, the feedback they receive often dwindles. The irony? It’s at these high levels that feedback is most critical.

The Feedback Drought?

As you grow in your career, fewer people are willing to offer honest feedback. They assume you know it all or fear repercussions. But here's the truth: leadership is a continuous journey of learning. Without feedback, even the best leaders risk stagnation. My fellow peers and I noticed that senior leaders often became isolated from the valuable insights of their teams. It wasn’t intentional; it was just a byproduct of rising the ranks.

Why does this happen?

• Perceived Expertise: People assume you have all the answers.
• Fear of Consequences: Team members might fear negative repercussions.
• Lack of Solicitation: Leaders may need to actively seek feedback.

I made it a priority to break this cycle. I implemented regular feedback sessions and encouraged a culture where constructive criticism was welcomed and sought after.

Feedback in Action: The Sports Analogy

Think about top athletes. They are the best at what they do, yet they constantly seek feedback from their coaches. Why? Because feedback is the difference between being good and being great. Kobe Bryant might not have been Kobe without Phil Jackson. Tom Brady might not have become the GOAT without Bill Belichick’s coaching. Mike Krzyzewski taught his “next play” strategy to hundreds and led them to glory. This mindset is crucial for leaders too.?

How can leaders embrace feedback?

• Create safe spaces: Ensure team members feel safe to share honest feedback.
• Ask specific questions: General questions lead to vague answers. Be specific.
• Act on feedback: Show that you value and act on the feedback you receive.

Staying at the top requires constant evolution and feedback is what helps you recognize how to evolve.

Personal strategies for embracing feedback

During my time at GoDaddy, I held “Feedback Roundtables” where the team could provide candid feedback. How did I get the team to open up?

1. Commitment: The sessions were pre-scheduled for the entire year. The team knew I was committed to doing them.
2. Eliminate Fear: I led sessions for each function (product, engineering, design, etc.) without their managers being in the room. The feedback provided in the room was always shared anonymously. I kicked myself out of the room when my direct reports and most senior leaders shared feedback about me.
3. Follow-up: I committed to the team to follow up on their feedback within 2 weeks. It did not mean that all feedback provided turned into action, but my commitment was to ensure every single item was discussed and thought through.
4. 1-1 Feedback: In every 1-1 conversation, I would ask for feedback. The first few conversations would end in “all is good”, with the next few ending in “If we can improve this one thing”, eventually leading to conversations where I would hear “real constructive feedback”. It wasn’t always easy to hear, but it was invaluable.?

These actions fostered a culture of continuous improvement and led to teams and individuals giving each other honest feedback with the best intentions in mind.

Why Feedback Is Essential for Leaders To Seek and Give

Feedback is not just about identifying weaknesses; it is about recognizing strengths and understanding how to leverage them. It provides a 360-degree view of your leadership style and its impact. Using 360-degree feedback that allows team members to provide anonymous feedback should be an invaluable part of a leader's growth.?

How can leaders seek feedback?

• Be Approachable: Make it clear that you welcome and value feedback.
• Be Proactive: Don’t wait for feedback to come to you, seek it.
• Be Appreciative: Thank those who provide feedback, even if it’s tough to hear.
• Be Action-oriented: Reflect on the feedback and implement changes.

It is equally important for leaders to provide feedback timely. By giving the gift of feedback, you can help someone grow and develop into a leader.

How can leaders give feedback?

• Be timely: Give feedback after the event or situation - reinforcing feedback and/or constructive feedback.?
• Be specific: Focus on specific behaviors or actions that need improvement. Focus on a few, not many.
• Be constructive: Provide actionable advice. Without suggestions to improve, feedback is wasted.
• Be respectful: Deliver feedback with empathy and respect.

The Gift That Keeps on Giving

Feedback is a gift, and every leader should treat it as such. It’s the key to unlocking your full potential and driving your team to new heights. No matter how senior you are, there’s always room for growth. By actively seeking and embracing feedback, you not only improve yourself but also set a powerful example for your team.

So, the next time someone offers you feedback, don’t brush it off. Embrace it, thank them, learn from it, and let it propel you forward. After all, even the best athletes never stop seeking feedback. Why should we as leaders be any different?