Are you a feedback magnet?

It is generally agreed upon that influential leaders seek and value feedback from their team members and stakeholders. Receiving feedback can help leaders identify areas for improvement, make informed decisions, and better understand the perspectives of others. This can help to build trust, foster collaboration, and ultimately lead to better outcomes. By being a feedback magnet, leaders demonstrate their openness to learning and growth and create a culture of continuous improvement within their organization.

However, it is also essential for leaders to be mindful of how they receive and respond to feedback. It is crucial to listen actively and with an open mind and to be respectful and considerate of the person providing the feedback. It is also essential to be transparent about how the feedback will be used and follow through on any actions that may be necessary due to the feedback.

Overall, being a feedback magnet is a critical characteristic of an effective leader, as it allows them to learn and adapt to achieve their goals continuously.

The best leaders are feedback magnets. Getting actionable feedback is a skill; top performers have excelled largely because they’ve never stopped sharpening it.

Two reasons why being a feedback magnet is a game-changer in your career trajectory:

1. Feedback is the only way to see your blind spots
2. Your colleagues already have feedback for you. They’re just not saying it aloud.

Two steps to becoming a feedback magnet:

1. Learn how to manage your knee-jerk reactions to feedback:
   💡 See all feedback as a growth opportunity: learn from what that person says.
   💡 Assume good intent and follow up with gratitude: instead of shooting the messenger, appreciate they’re trying to help you grow.
   💡 Avoid being defensive by asking questions: this enables you to process the message in a more accurate and insightful way
   💡 Reflect on the feedback you’ve received: resist the urge to push back
2. Empower your colleagues to share more quality feedback:
   💡 Narrow the question: asking specific questions unearths truly constructive feedback
   💡 Swap the word 'feedback' for 'advice': advice is more inviting and indicates you value your colleague’s counsel
   💡 Get people invested: follow through on improving the appropriate behavior and share the impact of the advice you’ve received.