the true measure of accountable leadership is not just in understanding feedback but in acting on it, regardless of how it is delivered.
1. Ideas, Insights and Inspirations
A significant factor in transforming our careers, lives, and identities is how we choose to receive and act on feedback. Too often, feedback is perceived as a criticism rather than a gift, triggering emotional reactions that prevent us from taking constructive action.
This leads to stagnation, both personally and professionally. The issue stems from the traditional corporate focus on how feedback is delivered, emphasising politeness and constructiveness while neglecting the crucial skill of receiving feedback, especially when it’s harsh or confrontational.
For decades, organisations have concentrated on refining the art of giving feedback in a way that avoids offense. While this approach fosters a positive communication environment, it has inadvertently left many unprepared to handle the very critiques that could spur the most significant growth. When faced with feedback that is blunt or perceived as unkind, the instinct is often to dismiss it. This reaction represents a missed opportunity for both personal development and organisational improvement.
At senior executive, or business owner level, the challenge is compounded by the fact that feedback is often softened to make it more palatable, reinforcing existing beliefs rather than challenging them. Leaders, confident in their expertise and accomplishments, may find it difficult to accept feedback that contradicts their self-perception. Yet, the true measure of accountable leadership is not just in understanding feedback but in acting on it, regardless of how it is delivered.
The ability to receive feedback effectively is a key driver of accountability, growth, and change. This concept is well illustrated by The Māori wisdom in the book, “Legacy” by James Kerr, which emphasises that the first stage in learning is silence, and the second stage is listening. Receiving feedback isn't just about hearing words; it's about creating space (silence) and truly understanding what is being said (listening).
2. Reflections
The 10% Differentiator - OUT NOW!
Imagine someone with all the right skills and knowledge. What's that little extra they need to focus on? It's simple things: building relationships, listening to feedback, really getting to know others, and showing they care. These small actions make a big difference in being a great leader.
These observations inspired my research and became the driving force behind my new book.
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