As leaders rise in the hierarchy of their organization they typically will get less direct feedback on how their performance is perceived. Feedback is important to help validate self-perceptions and tests ones own understanding of their strengths and weaknesses. Asking for feedback from colleagues verbally or through a formal multi-rater assessment tool provides a step forward that most leaders need in their continued advancement, motivation, and effectiveness.
So how do you respond to feedback about your performance as a leader? First, it all starts with attitude. Are you appreciative? Do you view feedback as a gift? Remember, feedback isn’t always easy to give others especially leaders that have an important position in the organization. With that said take an attitude of gratitude when receiving feedback and try to glean the real messages about what is important about your performance. Additionally, feedback doesn’t have to be feared or a blow to the ego. Accepting and incorporating feedback can be a rewarding experience if handled correctly. On a cautionary note, if you miss this first step of appreciation when receiving feedback your analysis and subsequent actions are likely to be skewed.
Next, take time to analyze the feedback to understand the relevance in your day to day performance. If you receive multi-rater feedback are several people saying the same thing? Do you see trends in your performance that give you insights into how you could do things better? Are your strengths as you see them noticed by others? Are your perceptions of yourself the same as others?
After analyzing your feedback, take time to determine what feedback, if any may be considered an anomaly. This can happen periodically especially if someone is giving feedback in an unproductive manner and the feedback doesn’t match what others are saying. If multiple people are saying the same thing and giving you specific and relevant feedback you should take notice and not disregard. At this point you are ready to consider what steps to take in incorporating behaviors that will improve your weakest areas and further advance your strengths. Remember, making even the smallest steps to improve can bring huge dividends and will be noticed quickly by others.
Keep in mind that feedback reveals facts about your performance but it also reveals the perceptions that others have of your performance. Perceptions are not always accurate, never the less they are real to the person giving the feedback. This leaves you with the responsibility to positively manage these perceptions in order for you to be the most effective leader. Therefore, incorporate into your development improving behavior that is perceived as weak by others so you can better control these perceptions.
One last thought; if you are finding the feedback process difficult it may be helpful for you to talk to an executive coach or another outside, objective, and respected professional.
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