Receiving Feedback: The *Most Important* Skill I’m Never Asked to Train
If you’ve been around the Leadology circle for any length of time, you already know that we frequently cover the importance of giving frequent, on-going, and honest feedback. And, although we already have numerous articles covering every angle of recognition, feedback, and connecting 1-on-1, in this article we’re going to talk about how to make it as easy as possible for those around you to give you the gift of feedback.
It is unrealistic to think you will only get feedback from people who you trust and admire. The good news? Accurate and constructive feedback can still come from even the most flawed sources. Once you embrace the mindset that all feedback can be beneficial in helping you learn more about your gaps and strengths, you’re already one step closer to being able to grow (and thrive) through the feedback you receive.
Make receiving feedback even more beneficial by implementing the below three strategies.
Have empathy and assume positive intent
Pause for a moment and consider how difficult it is to give feedback. Thoughtfully choosing your response and getting curious instead of hurt or defensive will allow you to have a truly productive conversation.
Ask clarifying questions
If you feel unclear about weak or vague feedback you’re being given, ask questions. Say, “Can you give me an example?” Or if you’re sensing there’s more to the feedback than is actually being expressed, respectfully say “It sounds like there’s something more direct you want to say to me. I ask because your feedback is important to me.”
Circle back with a follow-up (no matter what)
Few managers will frown at you taking time to absorb the feedback you’ve been given before coming up with an action plan. Don’t feel the need to reply immediately if you’re taken off guard. It’s always fine to say “Can I have some time to think about this?”
Alternatively, if you feel like you could have received the feedback more tactfully, don't be afraid to come back to your manager and say, “Look, I know my immediate response to the feedback was a bit emotional. I want you to know that I’ve heard the feedback and what you think really means a lot to me so thank you.”
Receiving feedback is part of having a growth mindset
Part of Leadology’s mission is creating learning and development opportunities for business owners, HR leaders, managers, and team leaders. With that in mind, here is a list of articles that we recommend adding to your reading list to keep that growth mindset growing!
Employee Recognition and Appreciation Tips That Actually Work
Research from Gallup tells us that only about a third of employees strongly agree the recognition they receive is authentic, indicating a considerable opportunity for employers to make recognition more meaningful...How to Keep a Growth Mindset about Negative Feedback in the Workplace
Workplace leaders are human too, and not immune to giving teams badly communicated– or altogether negative– feedback. If you’ve ever found yourself in a position where you’re receiving poor feedback or feedback that you disagree with, it’s important to keep a growth mindset and ask yourself…5 Qualities You Can Learn to Become a Great Leader
The concept of a “great leader” or even an “ideal manager” may seem a bit vague, but the qualities they possess and leverage in a work environment are attainable with intention and practice.Employee Experience: 3 Tips for Offering Equitable Recognition to Your Team
When it comes to honing your management skills, remember that it all starts with one step, one conversation at a time. If recognition and appreciation is moving toward the front of your strategy, then keep these 3 tips in mind…
To giving yourself the gift of guidance,
— Carrie and Team Leadology
