A huge part of communications is receiving feedback. Often we can push out information as leaders based upon decisions that were made or the vision that we are moving towards, but how often do we solicit people's opinions on our direction or communications? The more that we ask for input and comments the more that people feel like they are part of the process, and therefore the more bought in they are to the solution. In change management this is a key way to ensure that the organization feels a part of the change effort and wants to accept it in the end.
From a leadership development perspective feedback is also key in providing us with insights into how other's perceive us. And we all know that perceptions are reality. I have recently been coaching many leaders through their 360 assessment feedback results. On these assessments they received feedback from their boss, their peers, and their direct reports. In some cases the leaders perceptions and those of the raters were similar, whereas in others there were big gaps where we had to pay attention. For those were areas where the leader could develop for they had a blind spot.
Are you receiving enough feedback from your organization? Are you asking for feedback as you are making decisions? Where would getting feedback support you as a leader?
Monica Thakrar has over 18 years experience in business focused mainly on strategy, change management, leadership development, training and coaching resulting in successful implementations of large scale transformation programs.