Feedback is a Gift...

"As managers we learn how to give feedback. To achieve our full potential as leaders we need to learn how to ask for feedback."

As a manager it is very easy to give continuous feedback to our employees and team but have you ever taken a step back and asked them for feedback to help drive your success? Highly than likely the answer is NO. Do not feel ashame for this is a weakness of many Leaders.

Our Wake...
A boat moving through the water creates a wake. Behind the boat, waves spread in both directions. The size of the wake depends on the size & speed of the boat; a canoe glides gently over the water creating a gentle ripple, while a speedboat can leave a churning front behind.

We, as humans, create wakes as well - interpersonal wakes. As we move through seas of people, who we are and how we act creates a wake which washes up against those around us. Our wakes are, for the most part, invisible. We catch glimpses of them in the expression of others, but we rarely know for sure what effect our wake has had on them.

In the organizations which form the communities of our lives, our wakes have important consequences. In our businesses, on our teams, with our associates, in our communities and homes, we want a positive wake. We want a wake that lifts others, but does not capsize them.

We want a wake which nutures, not one that needles. One with direction, not just a splash. One that is caring, not caustic, courageous yet tactful. A positive wake is critical to our success. But there is only one way to gauge its impact on others.

It is for them to tell us. That is why "Feedback is a Gift".

Key Points to Remember when asking your peers and team for feedback is:
Step 1: Ask. Be open and simply ask for feedback. To help you, write down exactly what you want to say to that person when asking for feedback.

Step 2: Listen. Listen to what that individual has to say. It will not always be something we want to hear but something we NEED to hear.

Step 3: Thank. Thank that person for the feedback. This will make that person feel comfortable with providing you feedback in the future, especially if this is coming from someone who reports to you. It is already tough for them to be honest with you so thank them so that they feel at ease and feel appreciated.

Step 4: Think. Think about what you will do with the feedback that was given to you. How can you improve in this area. Don't be afraid to ask them for suggestions!

Step 5: Follow-Up. Create a follow-up plan. As you work on the feedback, follow-up with that person to see if they see a change in you. Ask them for feedback on top of the feedback.

Take the risk and ask for FEEDBACK... You want to be more than just a MANAGER, you want to be LEADER as well.

Feedback is a Gift....