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In many cases, the work of Simon Elvnäs has helped managers change their behaviors. It might be a painful experience to watch yourself, but the films appear to provide beneficial feedback.
Not everyone…everyone will have the opportunity to get filmed and analyzed by scientists. Then how can leaders get insights about how others perceive them?
Feedback, Feedback, and Feedback
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But despite of all writing and talking about the importance of feedback, I don’t see much of it. Especially not the feeback which helps people improve. What is your experience?
I think many of us are to too afraid of giving feedback and thus inexperienced get little practise. This counts for both informal formal and informal leadership. We don't want to heart or interfere. When the feedback sometimes comes out it is to blunt and move does nothing else then moving people into defending defence mode.
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 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 workable feedback. His main advice is that 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.
Thinking;
“Why should I do not have the competence”
“Open up scary…”
“I care enough to be honest with you.”
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