Feedback plays a very crucial role in the personal development of an individual at the workplace. A majority of organizations construct a structure in which the employees are divided into groups or teams. A leader is appointed for each team who is responsible for providing feedback to his team members. The members then act upon the feedback to improve their overall performance. If one is asked the vital ingredient in the recipe of progress, the answer will undoubtedly be feedback. Unless one isn’t aware of his drawbacks, he can’t act upon them. Therefore the importance of feedback is prevalent not only for the employees but also the leaders. No efficient or experienced leader will disagree to the logical benefits of feedback. Unfortunately, there are a number of leaders who aren’t always open to honest feedback.
“The only way to discover your strengths is through feedback analysis.” – Peter Drucker
There are various reasons behind why leaders are not keen on receiving feedback though they give it all the time. First and foremost is the power table. A leader is always a step higher in position to the rest of his team members. Thus if a member states negative criticism to the leader on a professional front, a leader might take it in a personal manner. This can result in an ego clash as it can be misinterpreted as trying to demean the leader. On the other hand, if the feedback is positive, the leader will always be open to it. It is important to healthily accept all kinds of criticism as it is a learning process which leads to success.
How importance of feedback will result in better leadership
When a leader asks for feedback, he can get an insight into his blind spots. These blind spots serve as an obstruction in viewing the path of success clearly. Even psychological studies have proved that the leaders who ask for feedback have higher efficiency than the ones who don’t. Greater self-awareness with a deeper understanding will guide them as to how they must improve their performances. But the question arises that how must the leader encourage his peers of team members to give feedback. It is highly unfavorable that a subordinate will knock at his door to point out his flaws. For a genuine feedback, the leader must address his team and tell them that he is open to feedback. Assure them that it will be strictly professional and is acceptable in good taste.
Whenever a team member gives feedback, always thank him for it. In this manner, you will gain their trust and they will be more comfortable in doing so. This will encourage others as well to analyze your moves and share their opinions about the same. This will also make the process of feedback smoother in the entire team. Everyone will realize the importance of feedback and will be graceful in accepting it. You as a leader will set an example that if you seek feedback to improve your performance, then they will also learn to accept negative criticism as a key to learning. This will help the entire team develop the most powerful yet affordable management tool: Feedback.