The value of feedback

Feedback is seen as very insightful, yet most people do not ask for it. It is often associated with criticism and not seen as a learning opportunity. In most cases, insufficient knowledge about the 'rules of the game' lies at the heart of this negative image. Recently I facilitated a workshop for supervisors and the misconception about feedback soon emerged. All supervisors experienced feedback as negative or corrective and did not utilize nor practice this learning opportunity. By not asking for feedback, leaders overlook opportunities to show their leadership. Six tips for leaders.

1. Welcome 'criticism'
Show people that you highly appreciate constructive feedback, as it helps you to perform better. It won't be seen as a sign of insecurity nor as a lack of confidence. On the contrary.

2. Set the right example
Good examples show the way: every time a leader asks for feedback, he/she shows the value of it. For all stakeholders: him/herself, his/her employees and the organization. Chances are high that others will follow.

3. Be specific
Use short questions if you want feedback or wish to give others a framework which makes it easier for them to give feedback. Some examples: 'What worked?', 'What did not work?' and 'What must I change next time?'

4. Integrate it
Integrate asking for feedback in your daily routines. Do not make it a separate action, but make it a habit instead: as the 'standard' closure of a meeting, after presentations etc.

5. Do not overlook anybody
Do not restrict asking for feedback to your employees only. Also ask peers, staff, your boss and in some cases clients as well.

6. Stay focused and sharp
Regularly ask yourself questions like: 'How often do I ask for feedback?', 'How does that feel?' and 'In what way does feedback support me?'