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Far too often, senior leaders are isolated from meaningful feedback that can help them make the changes needed to be even more effective. Here's how to overcome this feedback hurdle.
Executives who reach out to others to get feedback on their leadership performance are doing themselves, their organizations and their shareholders a big favour. You can’t make improvements if you don’t know what’s working well and what needs to change. Far too often, leaders, particularly those in the most senior roles, are isolated from meaningful feedback that can help them make the changes needed to be even more effective.
Unfortunately, once senior leaders receive meaningful and actionable feedback, change can be challenging. With a backdrop of demanding schedules, competing interests, critical issues management and strategic priorities, the time needed for transformation is often lacking, not to mention the need to get more feedback on how desired changes are ‘showing up’ to others.
As I’ve encouraged my clients in senior leadership roles, it isn’t a solo walk; there are others who have a vital and vested interest in supporting leadership development at the top. Here are several suggestions to meaningfully engage others in your development efforts....... (cont'd) |
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