Building a Healthy Relationship with Feedback
When Katie and I start working with a new leader, the most common challenge they express is feeling uncomfortable giving feedback.
The Most Common Fears We Hear
What if I say the wrong thing?
What if I offend the person I give feedback to?
Am I being too demanding?
What if they become combative?
What if nothing changes?
These fears not only create stress and anxiety for leaders, but they also often result in softening, delaying or totally avoiding the delivery of feedback - and this hurts everyone involved. The organization fails to achieve optimum performance, leaders become resentful, and the individual misses opportunities for growth.
To address these challenges and foster healthier team relationships, it is crucial for leaders to develop a new relationship with feedback. They must embrace feedback as a tool for growth and equip themselves with effective feedback delivery skills that boost their capabilities and confidence in navigating these conversations.
Here are some questions to consider in identifying your relationship with feedback:
What is your inner dialogue prior to sharing feedback?
Do you hold back giving feedback to others?
Are feedback conversations constructive and focused on growth?
Do you encourage and value feedback from all team members?
If you had to share some sensitive feedback tomorrow, how confident would you feel?
Reflecting on these questions can help you assess your feedback fears and identify areas for improvement.
Fundamentally, a positive relationship with feedback is essential to leadership success. Seeing feedback as a learning opportunity rather than a vehicle for criticism or punishment can transform your approach and enhance your effectiveness.
For those interested in improving their feedback skills, consider enrolling in our Learning Foundations course. This program is designed to improve your ability to deliver effective feedback, a core competency for every leader.