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There is so much writing about feedback and it seems to be widely used. Just to pick one example: A 10-Year Study Reveals What Great Executives Know and Do by Ron Carucci, where it says: "Exceptional executives actively solicit feedback about how others experience them."
ButMaybe it only me, but I don’t see much usage of feedback which actually helps people improving. This counts for both informal and informal leaders in any environment. What is your experience?
Honest feedback, as Jan Carlzon got, should be treated as a valuable gift you get from someone who likes you. Easy to say, but it can be hard to even give and receive positive feedback. In many cases, feedback is perceived as criticism which makes people pull back or go into defense mode.
The how
Not everyone will ever have the opportunity to get filmed and analyzed by scientists. Then how can leaders get insights about how others perceive them?
Marcus Buckingham has a lot to say about what workable feedback fails. His main advice is that To make the feedback welcomed Marcus Buckingham shares a "Source of truth for my reaction."what can be asked for, and what should be feedbacked, is my reaction. “When you did or said <something> It made me understood, feel or think <something>.”
It might sound trivial to ask for feedback, but you cannot merely order a person to give this gift to you. Instead, you have to earn it by opening up show you need the feedback and take care of it. It is especially hard for managers to get the feedback they need since subordinates often have the genius to filter out some criticism.
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