Feedback Drives Improvement and Success

 

by John Keyser

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

I had the good fortune to be invited to the annual Global Leadership Summit sponsored by Willow Creek Church. 240,000 leaders from all around the globe were in attendance. The summit featured many inspiring ideas and stories from the presenters, who are highly successful leaders in business and churches around the world.

Sheila Heen of Triad Consulting Group gave one talk I particularly appreciated. It was about the value of feedback.

We all have blind spots. In fact, a study referenced during the conference reported that each person has, on average, 3.4 blind spots. Feedback, honest feedback, is imperative.

The best companies have cultures in which honest and timely feedback is requested, received appreciatively and offered regularly. In fact, it is expected and normal. Feedback can be the lifeblood of great teamwork and continuous improvement. This is certainly the culture we want in our companies.

We all need to learn and grow, and who better to help us than those with whom we work. Yes, it requires a trusting environment. And if we don’t have a trusting environment, troubles lie ahead, I assure you.

How do we cultivate trust? It starts at the top, with senior leaders every day, sincerely inviting and modeling an environment of honest feedback for everyone and communicating our care about the growth and success of our team members, other colleagues and ourselves. We can also cultivate trust when we offer our views of what we and others are doing well and what we and they might work to improve.

It is not easy for many of us to accept and offer constructive feedback. Many of us are only comfortable offering positive feedback, but not what we really believe would help the other person. We avoid the difficult conversations.

Feedback is the breakfast of champions. ~ Ken Blanchard

As senior leaders, we must initiate the dialogue of honest, safe and constructive feedback, beginning with ourselves. Because the higher our position, the less honest feedback we receive. As leaders, we have the ability to set the tone for feedback within our company. Often people tend to quickly dismiss feedback given to them saying, “Oh, that’s not true!” But what if it is true, or even partially true? Let us cultivate this mindset within our people. Our team members and other colleagues will respect our desire to help them and our vulnerability in asking for their honest views about our work and leadership.

A few things to consider inquiring about: What is the perception of those with whom we work? Do they feel valued, respected, heard and supported by us?

If they feel we are self-absorbed, do not genuinely appreciate them and their ideas, their respect for us will diminish, as likely will their effort.

Remember, we are signal senders, and if we can move our companies to a culture where feedback is encouraged and expected, we will have greatly improved trust, teamwork, morale and the likelihood of superior financial results.

If you are concerned about the culture of your company, I’d be happy to discuss with you whether I could be helpful.