Yikes! Getting truthful and candid input on performance...what's that like?
A coach can help clients seek accurate and effective information from others so the client can develop and grow.
Why Not Ask?
I’ve had several clients ask about using “360’s” to get feedback from their manager, peers and direct reports. My question is, “if you want accurate information from these people, why don’t you go directly to them and ask?”
A strong leader needs to seek and get effective input on their leadership style so they can quickly learn and apply. A 360 might be a good starting place for some. But why not have the candid dialog that gets the information you desire?
Effective leaders foster the kinds of conversations that allow people share what they are seeing and how the leader might be more effective.
Ineffective leaders train people to not share information. Messages like “the leader is always right,” “only share good news” and “there are consequences if someone rocks the boat” stifle candid input.
In many organizations, people believe that being candid is risky at best and can result in terrible consequences at its worst.
So, if you’re looking for feedback in an environment like that, it’s tough to get.
What do you do?
Make it okay for others to give you the kind of direct input you seek. This may require some simple changes in your behavior. It is well worth the effort.
A First Simple Step:
When someone gives you feedback, critical or complimentary, top coaches require their clients to simply say, “Thank you.”
No explanations
No discussion or comments
No “yeah but…”
Simply and sincerely say, “Thank you for the feedback.”
Look To the Future:
Next, when seeking “feedback” don’t look back, look forward. Marshall Goldsmith is one of the leading executive coaches describes a process called “Feed Forward.” http://www.marshallgoldsmith.com/articles/article.asp?a_id=3
It’s an incredibly powerful approach. Rather than asking people how you could have improved on something from the past, you simply ask for suggestions about how to improve performance in the future. Ask the person, “What should I do in the future to be better in that aspect of my interactions?”
Once they provided the input, repeat the first, simple step – say, “Thank you.”
Act on It:
“Feedback/Feed Forward” is a gift. Don’t squander it. Take it in, don’t just dismiss it. Act on it. Then go back to the person who gave you the gift and share what you’ve done and how it’s working. Then ask for more insights.
Get support:
Most of us are really not very good at self evaluation. You want people who will give you the straight story and not sugar coat issues so much you miss the point. The problem with most friends, family and co-workers is that you’ve probably already formed a “safe relationship” that doesn’t allow certain things to be said.
Find people who will shoot straight. It may be an executive coach, a former colleague, or if you are so blessed, a friend, family member, direct report or boss who is upfront.
If you want to experience what it’s like to an advocate that really cares that you truly living with purpose and isn’t afraid to hold you accountable, try a coach. Most coaches, including me, will give you a free sample session. It is a unique experience and well worth your time.
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