Looking for the perfect holiday present for your team? Or for yourself? How about the awesome gift of feedback?
I can see you cringing as you read this! Why does the word “feedback” evoke such fear? According to Harvard Business Review, “Fears and assumptions about feedback often manifest themselves in psychologically maladaptive behaviors such as procrastination, denial, brooding, jealousy, and self-sabotage”. We immediately get on the defensive. We don’t sleep the night before a performance review. We “go negative” when the mere word “feedback” is uttered by a supervisor. But what if we, as leaders, modeled the true gift of feedback during this holiday season? We asked for it and we gave it to our team members?
The behavioral statistician Joseph Folkman studied 22,719 leaders and discovered that the direct reports of managers who ranked at the bottom 10% in their ability to give honest feedback had dismal engagement scores–averaging around 25%. Those employees felt checked out of their jobs and regularly considered quitting. By contrast, managers in the top 10th percentile for giving honest feedback had subordinates who ranked in the 77th percentile for engagement.
“Feedback is a gift of time and energy. It's a gift of oneself, departing the wisdom you've gained in a given area and helping someone else to try to master it as well. Feedback is using your experience to help someone else gain some valuable experience too. Feedback is having someone's back so that they repeat the positive and change the negative.”- Jim Johnson, Entrepreneur Magazine
Think Good Leadership specializes in delivering good news in the world of feedback through a tool called the LPI 360. Prior to sharing feedback, we provide a general overview about the five practices of exemplary leaders identified by thirty years of research of Barry Posner and Jim Kouzes.
The Individual Feedback Report provides clients with a solid glimpse of these different perspectives, enabling individuals to identify patterns and messages in the feedback. Those patterns and messages will help individuals focus their developmental efforts and create a plan to address opportunities for growth. We talk about the characteristics of exemplary leaders and discuss personal best stories around leadership. We discuss how the 30 practices of exemplary leadership are about building leadership muscle and that, with specific habits and practice, we can improve our leadership and take our teams to a new level.
The LPI 360 can even give your entire team the gift of feedback. The ability to look at the scores across a group of leaders or even an entire organization can also be helpful, and the LPI Group Summary Report allows this perspective. This report provides a snapshot of multiple leaders’ data, organized by leadership practice and behavior, so that the group or organization as a whole can see their strengths and areas for improvement and consider how they might move forward on team-wide or organization-wide initiatives.
So, while you are reviewing your year as a leader and thinking about giving your team the perfect gift in 2018, consider scheduling a 30 minute complimentary coaching session with Think Good Leadership about the “why” around the LPI 360 for you and your team. For more information, contact us at email@example.com.