Constructive Conversations on Feedback (Part 2) - Asking for Feedback from Your Team
Level Up Your Leadership - Mastering the Art of Constructive Feedback!
As a veteran construction leader, you understand the importance of continuous improvement. Seeking feedback from your direct reports is a powerful personal and professional growth tool. However, requesting candid feedback can be challenging, as employees may hesitate to be forthright when approached directly.
Rather than asking broad questions that might elicit vague responses, consider the insights of Dr. Sheila Heen, co-author of "Thanks for the Feedback: The Science and Art of Receiving Feedback Well." Dr. Heen recommends asking specific questions:
"What's one thing you particularly appreciate about...?"
"What's one thing you see me doing or failing to do that you think I should change?"
The first question encourages positive feedback and provides valuable insights into leadership strengths. The second question delves into areas needing improvement, encouraging direct and actionable feedback.
Avoid the generic "Do you have any feedback for me?" Instead, focus on a more targeted approach. Asking, "What's one thing I could do differently?" narrows the scope, prompting meaningful responses. This approach often sparks a productive dialog, with initial responses sometimes leading to more insights shared later.
It's essential to be open to feedback that may differ from your self-perception. Learning that others see you differently can be enlightening. Listen attentively, withhold immediate reactions, and process the information when receiving feedback. Emotions may cloud the initial response, so drilling down to the root cause of the criticism is crucial.
Paraphrase what you hear to ensure you fully understand what they are saying and show them you are listening. Ask open-ended questions that clarify the real issue driving their comments. Often, the first thing said is not the real issue, and extending the conversation can help get to the underlying causes.
Resist the urge to push back on feedback you disagree with. While some feedback may seem off-base initially, reflect before discarding it. Acknowledge the feedback thoughtfully, as those providing input will observe your response.
Responding to feedback is critical in creating a safe environment for constructive criticism. Your reaction sets the tone for the team, influencing the willingness to speak truthfully. Reacting with emotion may signal that it's unacceptable to provide honest feedback.
Meet Emily, a dedicated construction manager determined to enhance her leadership skills. Aware of the importance of feedback, Emily sought guidance on approaching her team for constructive insights. Inspired by the principles of Dr. Heen, Emily decided to initiate the conversation with specific questions.
Rather than a generic inquiry, Emily approached one of her team members, Jake, with a targeted question: "Jake, what's one thing you particularly appreciate about how I lead the team?" This question invited Jake to share positive aspects of Emily's leadership, creating a constructive starting point for the conversation.
Later, Emily asked Jake a more focused question: "Can you identify one thing you think I should change or improve in my leadership approach?" This question encouraged Jake to provide specific and actionable feedback. Emily's deliberate choice of questions made the feedback-seeking process more effective and insightful.
Contrast this with a scenario where Emily might have asked a generic question like, "How can I improve?" The specificity of Emily's questions enabled Jake to provide thoughtful feedback, initiating a more meaningful dialogue.
Asking for feedback is about receiving insights and creating a safe space for open communication. Emily, mindful of her team's potential hesitations, assured Jake that his input was valuable and would contribute to the team's growth.
When Jake shared his perspective, Emily listened attentively without immediate reactions. She acknowledged Jake's feedback thoughtfully, expressing gratitude for his openness. Emily assured Jake that his insights were appreciated, reinforcing a positive environment for future feedback.
Effective leadership in the construction industry demands a personalized approach to feedback that recognizes individual sensitivities. Seeking feedback from your reports demonstrates a commitment to improvement, contributing to a workplace culture that values open communication. By navigating feedback with empathy and receptiveness, construction leaders address performance issues and cultivate a continuous growth and development culture.
Spark Notes:
Examine the journey from initial confidence to insightful self-awareness, shedding light on the complexities of the Dunning-Kruger effect - a narrative familiar to many professionals.
Explore a compelling narrative filled with victories and challenges emblematic of the transition from assuredness to a more nuanced understanding within the dynamic construction industry.
Discover the profound influence of mentorship and experiential learning, highlighting the essential balance between humility and ambition necessary for genuine expertise.
