Leader's Manual

Receiving feedback from those you lead is one of the most valuable tools for personal and professional growth. In my post, “Receiving Feedback as a Leader,” I explored how your team can serve as a powerful resource for understanding your effectiveness in leadership. However, despite its value, many leaders struggle with the process of seeking and accepting feedback. Whether due to discomfort with vulnerability or fear of criticism, this challenge can create barriers to growth. Whether receiving input from your team is something you’re just beginning to incorporate or already a regular part of your leadership approach, here are some key Do’s and Don’ts to keep in mind as you navigate the process.

Do- Give them Your Undivided Attention

No matter the context—whether in a team environment or a one-on-one conversation—it’s essential to provide your employees with your complete attention, especially when they’re offering feedback. Even if the feedback isn’t directly about you, it’s crucial to demonstrate that their concerns and insights are your top priority. Show genuine engagement by actively listening, acknowledging their points, and reflecting on what they share. Avoid letting distractions, such as pending tasks or incoming emails, disrupt the interaction or create distance between you and your employee. When you make them feel heard and valued, you build trust and foster a culture of open communication.

Don’t- Say You Disagree

When you encounter feedback that you initially disagree with, it’s often a sign that there may be a gap in understanding. Remember, most feedback is rooted in genuine emotions and perspectives, even if they don’t align with your own. Just because you may not share someone’s feelings doesn’t mean those feelings aren’t valid. Instead of dismissing them, ask thoughtful, probing questions to uncover the underlying reasons for their viewpoint. This deeper understanding can help you better address their concerns and find ways to improve or offer more meaningful support.

Do- Take Ownership

At times, you may receive feedback on issues that fall outside of your direct control. In these moments, it’s easy to be tempted to deflect responsibility and say something like, “This is beyond my control.” However, as a leader, it’s crucial to resist that urge. Instead of distancing yourself from the problem, take ownership of the situation, even if the solution isn’t entirely within your power. Engage with the person offering feedback and collaborate to find practical ways to cope with or address the issue. Your role as a leader involves helping them navigate these obstacles by offering perspective, discussing alternatives, and empowering them to approach the challenge from a different angle. By doing this, you reinforce your commitment to their growth and the team’s success, even when the answer isn’t straightforward.

Don’t- Dismiss Disconfirming Feedback  

At times, feedback may catch you off guard. You might believe you’re excelling in certain areas, only to learn that others see things differently. It’s important to remain open to disconfirming feedback, as it can be one of the most valuable tools for growth. Disconfirming feedback challenges your assumptions and helps you broaden your perspective, providing insights you might have overlooked. When you receive unexpected feedback, resist the urge to take it personally. Instead, approach it with curiosity and an open mind. Ask yourself what you can learn from it and how you can apply it to improve. Embracing this kind of feedback not only enhances your performance but also builds your resilience and adaptability as a leader.

Do- Follow Up

Following up on feedback is an essential step in building trust and maintaining open communication. After receiving feedback, make it a priority to reconnect with the person who provided it. Take the time to update them on your progress, sharing how you’ve implemented their suggestions and the actions you’ve taken to improve. This not only demonstrates that you value their input but also reassures them that their feedback is taken seriously and is making an impact. By engaging in this follow-up, you create an opportunity for ongoing dialogue, allowing them to share any further observations or offer additional suggestions. It also keeps you attuned to whether your changes are having the desired effect and whether there’s been a positive shift in their experience. Ultimately, this continuous feedback loop fosters stronger relationships and shows your commitment to both personal growth and team success.

Receiving feedback from your team is an ongoing process that requires attention, openness, and action. By actively listening, taking ownership, embracing disconfirming feedback, and following up, you demonstrate that you value your team’s input and are committed to growth—both for yourself and your organization. Ultimately, a leader who welcomes feedback not only improves their performance but also fosters a culture of trust, collaboration, and continuous improvement within the team. Whether you’re just beginning to incorporate feedback into your leadership practice or refining it, the Do’s and Don’ts outlined here can help you navigate this crucial aspect of leadership more effectively.

Featured image by Christina @ wocintechchat.com on Unsplash