Marcia's Leadership Q and As: Leaders Crave Feedback

Q. I held a large meeting of managers and asked for their feedback. They gave me so much; I feel like a failure! How do I cope?

A. Great leaders create a workplace where on-going robust conversations are the norm. But leaders prepare the environment for feedback, problem solving, and idea generation. Too often there is a potential for managers or team leaders to ask for feedback with a poor process and setting. They take is personally and blame themselves.

The managers’ meeting was exuberant because the leader asked for feedback. Assume the managers had good intentions to share many ideas for improvement. First, assume the managers want to help solve problems they’re identifying. Or ask, “how can we address these and solve them together?” If they do blame and criticize, intervene immediately, and ask them to focus on ideas to improve and move forward.

Leaders are clear about the intention. An example would be, “Today we want to explore how WE can improve our workflow on this project to better meet our customers’ expectations.” Or, “Today let’s discuss how we can communicate more effectively to meet our deadlines.”

The intention and aim is specific. It includes the “WE.” People working together will solve the problems or generate the ideas and create a plan to implement them. Also the leader focuses the conversation to be respectful. There will be ground r="ules" like no blaming, criticizing, and finger-pointing. It adds no value.

Every organization has problems and opportunities. Teams working together will focus on the issues and the customers. They will support each other to accomplish their goals. Welcome feedback and ideas—with respect.