"I'm Not Listening!: The Best Way to Get Your Team to Hear Your Feedback

“John” and I had spent the better part of the hour talking about what his direct report, “Janis,” needed to be a more effective manager. Bless her heart, Janis had a hard time accepting feedback. If she didn’t improve, her job was on the line, but we didn’t want to put it that way. At least not yet.

We isolated the behaviors and built a solid developmental path forward.

As we transitioned to the “How you can help as her boss” conversation, I asked John what I thought was the next obvious question.

“What are you doing to develop yourself as a leader?”

“Oh me? I haven’t thought about that. I’ve been here so long. I’m not really working on anything specific.”

Trying to prevent the disbelief from showing too frantically on my face, I continued.

“Oh, well, what feedback have you received about your management style?  What’s working best? What drives your team crazy? What does your boss say?”

Crickets.

Note: the best thing to do with crickets in such a conversation is to let them chirp. 

We sat in silence for a few minutes.

“Well actually…. I do struggle with_____ and ______ and ________.”

“Excellent.  Let’s talk about you for a while and what you can do to leverage your strengths and become more effective in these other areas.”

John’s eyes sparkled with renewed energy as we made a plan.

“So here’s the most important part, John. Janis needs to hear how you are working on you.”

John didn’t love it. “I’m trying to fix her. How will it look if I admit I’ve got issues too?”

“John. When a leader has issues…trust me, the team already knows. The best thing you can do for Janis and the rest of your team in terms of leadership development is to admit you’re not perfect and that you’re working on getting better too. Janis will be so much more open to feedback and doing the work we need her to do, if she sees you modeling the way.”

The best way to get your team to hear your feedback is to show you’re working too. Leadership is never handled. When you start there, you open an important space to talk about and work on getting better.

Posted in Winning Well and tagged .

Karin Hurt

Karin Hurt helps human-centered leaders resolve workplace ambiguity and chaos, so that they can drive innovation, productivity and revenue without burning out employees. She’s the founder and CEO of Let’s Grow Leaders, an international leadership development and training firm known for practical tools and leadership development programs that stick. She’s the award-winning author of four books including Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates and Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul and a hosts the popular Asking For a Friend Vlog on LinkedIn. A former Verizon Wireless executive, Karin was named to Inc. Magazine’s list of great leadership speakers. Karin and her husband and business partner, David Dye, are committed to their philanthropic initiative, Winning Wells - building clean water wells for the people of Cambodia.

3 Comments

  1. Great story. So often leaders are terrified that if the team finds out they’re not perfect, that they’ll lose all respect. Truth is that their respect is already on the line by being the only perfect one in the room.

    Thanks for sharing, Karin!

    Alli

    • Alli, Thanks as always! Great point. Yup, our team already knows our opportunities for improvement, so we can gain huge credibility by acknowledging that we understand and are working on them.

  2. KH.
    Excellent post. Remarkable lines.
    The last 2 paras of your post are v.imp, critical and mind boggling.
    Incompetent leaders in the organizations are a reality. They must develop themselves or leave the organization for good.Nevertheless, it is never too late.
    Zafarmanzoor,Sr.Exec. Pakistan.

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