Often when I am coaching individuals on their 360 leadership assessment we come to a point in the feedback where the team or raters have given an individual some tough, "negative," hard-to-take feedback. But this is one of the benefits of the 360 -- because individuals often don't get feedback they desperately need to hear!
For Myself
I get a lot of feedback from people - usually because I seek it, even in antagonistic situations where it's the hardest to hear. Here's how I frame it: Tough, honest, direct feedback means someone, or the Team, is saying "You can do better - you have more to give." They're usually right.
If we shortcut the feedback process by becoming defensive, we close the leadership development loop, everybody shuts down, and we miss an invitation to develop as leaders.
It's important for me to see all feedback as a invitation from the person giving it to step up to leadership - step into the bigger role I want to play.
Ask Yourself
- What feedback have I received that was a call to greatness?
- Do I intimidate others out of giving me the feedback I need?
- What is the one thing I can do to use this feedback more wisely?
Remember
- Feedback can be hard to take and hard to give
- Be sure to thank folks for feedback even if it energizes you
- Give tough feedback with respect and care - individuals need to hear it, and how we say something is very important
Other great tools for 360 feedback include reactive360.com
Posted by: 360 feedback | May 29, 2008 at 03:58 PM