Archive for the ‘Feedback’ Category
your eyes are open. We live in a fast paced life and we forget to set time aside to reflect in what we have done and learned. One of my first posts I wrote, Fun House Mirrors, about the how leaders distort their view of their leader ability and character.
Though feedback and reflection a leader should be able to get a clear, authentic view of his leadership abilities. A lot of times we know we are not performing at our best, so we then try to ignore it when we reflect or seek feedback. A lot of times we will know what we need to work on, but ignore because we do not want to show our weaknesses to others. This is the same as going up to a mirror with your eyes closed because you know what you will see won’t please and thinking that if you do not see anything, then there is nothing to change. Looking at a mirror with our eyes closed is as good as looking at a brickwall.
Self reflection and feedback from peers are only as good as you are willing to listen. Reflection can be powerful because it can allow you to analyze what you did right and wrong and then how you can change. Feedback can show you what you can change when you can’t see the problems.
The truth can hurt at first, but after seeing the truth and making changes, the truth can be real rewarding. Look in the mirror with your eyes wide open and listen to what you hear through feedback, and reflection. There is no leader on this Earth that could not benifit from change, but it takes eyes, ears, and guts to see what you need to change.
Tonight I was watching an interview with Simon Cowell on 60 Minutes, and he said some stuff that is interested me. He admitted to not being able to sing and not having a real musical talent. Then he ernt on about one time a couple offered him $100,000 to come and critique them in bed.
Why would someone offer him that much money for something he is not an “expert” at come to sing in front of him even though he can’t produce or sing? It is because he is honest. Even though I do not agree with the way he puts people down, it is very important to be honest with the people.
People talk about how they do not want to be a “yes man,” but people are so desperate for it that they will go look for anyone to give it to them. As we see on American Idol, honesty can lead to prevent further mistakes and make better decisions, but without it can lead a lot of bad decisions.
Great leaders seek honest feedback. Without it, they running blind because they are nearly running with a wall in their face. It is feedback that turns that wall into a window, and you will be able to clearly see ahead of you.
Welcome to the March 2, 2007 edition of leadership growth.
David Maister presents A Case Study in Professional Ethics posted at Passion, People and Principles, saying, “Deciding to “own the problem” and accept responsibility for a screw up requires guts, courage and ethics.”
Caroline Latham presents I don’t want to ever retire. What can I do to remain sharp? posted at SharpBrains: Your Window into the Brain Fitness Revolution.
Niels Hoven presents Ask Niels: How do I build an emotional connection? posted at Niels Hoven.
Charles H. Green presents Waddya, Nuts? posted at Trust Matters, saying, “It’s hard to be trustworthy if you yourself can’t trust. And part of trusting is not thinking that everything—good or bad—is about oneself.”
David Maister presents Lions, Wolves, Beavers and Humans posted at Passion, People and Principles, saying, “Most leaders are incapable of team strategy because the key players have not agreed either to (a) collaborate or (b) invest in their mutual future.”
Jack Yoest presents Manager as Sociopath: An Interview With An Honest Boss posted at Reasoned Audacity, saying, “Your Business Blogger teaches management training. But there is no need to sit in my class, just visit An Interview with an Honest Manager.”
Vahid Chaychi presents Viral Marketing Strategies – Learn How to Spread the Words for Free! posted at Internet and Search Engine Marketing, saying, “Do you know how websites like Hotmail and Google became popular and well-known? They didn’t spend a single cent for advertising. They used the power of viral marketing.”
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Last night, legendary women’s basketball coach Pat Summit of the University of Tennessee entered the men’s game in a cheerleader uniform and sang “Rocky Top” to help cheer the men’s team on. Earlier in the year men’s coach, Bruce Pearl, cheered the women’s team on by painting his body orange.
Wouldn’t it be amazing to see your boss come in and cheer you on? (Would be funnier if he did it in a cheerleader uniform or painted orange) Some of the best leaders I have been around understood the importance of cheering their team on. In any journey or project there are bound to be obstacles, but with a leader near you to tell you, “you can do it,” or, “good job,” it will make it that much easier to persevere succeed.
As a future leader, my goal is to be someone people can come to when they need some encouragement. One of the biggest gifts I look foward to is seeing my team succeed and being able to tell them good job, or when my team is struggling I can tell them that they can do it and see them beat the odds.
I remember back in pre-school I was taught the ‘Golden Rule’ that “we should treat others as we would like to be treated.” As a kid we could be harsh and mean to others without even thinking of the affects it could cause.
If I think you’re wrong or you’re doing something stupid, then I will not hesitate to tell you that what you’re doing is wrong or stupid. But I know that I need to do it with gentleness and respect because that’s how I want other people when they rebuke me or criticize me.. If I know for sure that this person truly know me, loves me, and only rebuke me out of love, then there is no problem for me to accept his/her critique and reflect upon it. But if I don’t even know this person and all in a sudden s/he starts criticizing me, I will probably just ignore him.. And based on this, I know that I need to treat other people the way I want to be treated… With gentleness and respect.
We do not always know the people that we lead especially in the business setting where people come and go from jobs all the time, which make it difficult to give feedback. As a follower we seek and deserve feedback, but as the leader we need to ask first, “Will the feedback help them grow?” and, “How can I present it to them in a gentle way?”
Many times I have run into leaders and managers who give feedback in order to lift themselves up and not the ones they lead. This is not a way I want to be treated, so why would I do the same to those that I lead? I hope for respect and gentleness from others, and the others around you probably seek the same.
Over the past couple of years, whether in school or in the workplace, I have come to understand that not hearing any feedback is a good thing. The only time you receive feedback, whether through the pen of a professor or a boss, is if you mess up in some way. Thinking about it, this logic does not make sense to me and shouldn’t.
One of the reasons we see a lot of unhappy employees is that they do not feel needed or wanted. They do not see a lot of times how they have contributed to the company or team and it can lead to feel as if their work is not of value. It does not take a lot, but just a “thank you” or a “good job” to the people you work with because it can go a long way.