The Power of Feedback for Leaders: Turning Insights into Tactical Actions

I recently contributed with fourteen fellow Forbes Coaches Council members to a Forbes article on our client work. We were asked how we have helped clients achieve breakthroughs. In this article, I build on my contribution with more detail and expand on specific ideas around the crucial skill of purposeful feedback.

I was asked to coach a senior leader by an HR Director who needed someone straightforward, someone who wouldn't sugarcoat the key messages. The individual concerned was constantly angry, and their reputation was in tatters. They were losing the confidence of their team, and performance was declining. There were breakdowns in several stakeholder relationships; the company felt this was the last attempt to address the issue.? ?

The individual had no idea why I had been brought in. No one had given them feedback on the severity of the problem nor the consequences if things didn't change.

Like any situation, it is never as it seems. Our conversation uncovered that they felt a lack of support from their line manager and that the line manager was volatile, angry and bordering on bullying—similar behaviours to those aimed at the individual.?

We separated the two issues and focused on their behaviours; their role would become untenable if they couldn't engage their team and improve stakeholder relationships. This exercise in holding up the mirror showed how their behaviours, however, justified they felt they may be, were a limiting factor for them.?

We worked together to turn negative feedback into actionable tactics. They included stopping micromanaging, using mindfulness to manage their emotions, and adopting various influencing strategies to engage stakeholders. Over three months, they turned the corner and now run a high-performing team.

Feedback should be a staple in every leader's toolkit and practised continuously. All feedback, positive or negative, is a crucial ingredient in the pursuit of success. Leaders should proactively seek input from a broad range of sources to gain personal insight into areas requiring focus and improvement.?

However, skills alone are not enough. It needs underpinning with a culture of psychological safety where people feel comfortable giving and receiving timely feedback up and across the line, as well as below. Feedback is an indispensable tool for leaders wanting to drive change, foster innovation, and bolster team engagement.?

Let's explore the significance of feedback and how leaders can turn it into actionable tactics to benefit their teams and organisations.

The Importance of Feedback for Leaders

“We all need people who will give us feedback. That’s how we improve.”– Bill Gates

A. Fosters Growth & Development:?Feedback helps leaders recognise their strengths and areas of improvement. By understanding these areas, leaders can focus on personal and professional development, ultimately contributing more effectively to their organisation.

B. Build Trust:?By soliciting feedback, leaders demonstrate vulnerability and openness. This is crucial to creating psychological safety and cultivates trust within the team, as members feel their opinions are valued and considered.

C. Enhances Decision Making:?Feedback provides a diverse range of perspectives. Leaders can make more informed and holistic decisions with more information and viewpoints.

D. Drives Accountability:?A culture of proactively seeking feedback enables leaders to be more deliberate in their actions and decisions, fostering a culture of responsibility.

“No matter how good you think you are as a leader, my goodness, the people around you will have all kinds of ideas for how you can get better. So for me, the most fundamental thing about leadership is to have the humility to continue to get feedback and to try to get better – because your job is to try to help everybody else get better.”– Jim Yong Kim

Transforming Feedback into Tactical Actions

1. Embrace Feedback as a Gift:?Before leveraging feedback, accepting it positively, without the need to respond or justify it, regardless of its nature, is essential. Remember, every piece of feedback holds a kernel of truth and an opportunity for growth.
2. Classify Feedback:?Not all feedback will require immediate action. Classify feedback like 'Immediate Action', 'For Consideration', and 'Long-term Strategy'. This approach helps prioritise what needs your focus first.
3. Create an Action Plan:?Draw up a tangible action plan for feedback that requires immediate attention or has been deemed crucial after evaluation. Break down the steps needed to address the feedback, assign responsibility, and set deadlines.
4. Engage the Team:?Feedback often concerns the team at large. Engage your team in the process of finding solutions. Fostering a sense of ownership will lead to more innovative and effective solutions.
5. Set Feedback Checkpoints:?Schedule regular intervals to revisit feedback and evaluate progress to ensure accountability and track the efficacy of the measures implemented.
6. Communicate Changes:?Share this with your team after deciding on a course of action; showing responsiveness will further enhance the trust between leaders and their teams.

Keeping the Cycle Going

Feedback should never be a one-time event. Continuous feedback loops help organisations stay agile, keeping leaders and teams aligned with the evolving needs of the business.

Encourage a Culture of Open Communication:?Promote a safe space where team members feel comfortable sharing their thoughts without fear of retribution.

Use Feedback Tools:?Leverage tools like 360-degree feedback systems, surveys, or regular one-on-ones to gather consistent and structured feedback.

Walk the Talk:?Show that you're acting on feedback by consistently demonstrating changes in behaviour, strategy, or processes.

Check out the article on Forbes

In conclusion, feedback is a powerful instrument for leaders aiming to drive excellence. However, its true power comes when leaders not only listen to the feedback but act on it in meaningful ways. As you weave feedback into the very fabric of your leadership style, you'll notice a more engaged, motivated, and high-performing team ready to tackle the challenges of tomorrow.