Hearing feedback can be tough, especially information that we don't like or don't want to believe about ourselves. But those who are willing to face it gain a real opportunity to increase their overall effectiveness, influence and business results. I have had my fair share of days when I have thought that feedback is overrated and I am just fine, thank you very much. But I know that I don't help myself when I shut down data on how my behavior is impacting someone else and taking note of it makes it all the more valuable. And as you will see in this month's article, getting helpful feedback is key to avoiding career derailment, by a big amount.
All the best,
A Feedback Vacuum
The world today is filled with ambiguity: the economy, politics, terrorism, Wall Street. With so many factors out of your control, doesn't it make sense for you to ensure you are paying attention to what is in your control? Your own behaviors? What shifts can you make in your behavior to safeguard against possible ego pitfalls that could potentially hurt your career and reputation? What tactics can you employ to sharpen your emotional intelligence (EQ) and reap its proven benefits? It all starts with getting some feedback, especially if you are a leader.
To become a truly excellent formal or informal leader who creates exceptional results, a question that everyone needs to ask themselves from time to time is: "How am I doing as a leader and how do I know I have an accurate answer?" Followed by the all-important question: "How closely does my own opinion of how I'm doing match what my direct reports, my peers, and my boss would say about how I'm doing?" The reality is that your success in leading others requires alignment between your self-perception and your followers' perception. From a leadership standpoint, it's an important distinction. The continuum runs from "plugged in" to "clueless." Where you fall on this scale affects not only your leadership credibility, but your effectiveness and ultimately your career.
What leaders do is always more impactful than what leaders say. And regardless of intent, the message to followers when leaders exempt themselves from the feedback process is clearly, "Do as I say, not as I do" or worse, "I am okay, but you are not." My guess is that most leaders don't mean to makes such statements intentionally. Yet when they forgo the feedback-gathering process for themselves, that's exactly what they are doing.
A study of 39,000 global leaders by PDI Ninth House confirms that there is in fact a significant correlation between an "inability or unwillingness to see one's own faults" and career stalling or derailment. Those who were identified as "out of touch" with how their direct managers rated them were 629% more likely to "derail" (i.e., performing below the level of expected achievement, being demoted, or even being fired) than those who were in touch with how their direct manager rated them. Stop for a moment and re-read that number...629%! That's a big, career-imploding difference. If that stat doesn't make you stop to consider the importance of syncing up your own assessment of your performance with those around you - to gather and listen to feedback - what will?
Much of the time, daily feedback will be delivered to you in vague terms, tied to business issues, or masked within frivolous praise so as not to hurt your feelings, or, more often, so as not to have to deal with your reaction. So you'll need to listen for the cues and really observe what people are trying to communicate to you. If someone looks uncomfortable or hesitant while telling you something, a little red flag should pop up, encouraging you to tune in and ask more. You can also look for common themes among statements by your team members and use these as valuable clues on where your people may need you to adjust.
Feedback provides you with valuable input for how to ramp up your EQ in several key areas:
- recognize your own impulses before acting on them (self-awareness)
- relate better to others, meeting their needs when appropriate (empathy)
- moderate your own behavior (self-control) to avoid unproductive interactions and responses
While the ego tells us that a lack of constructive feedback is a sign that we are doing "great," EQ reminds us to stay grounded in what's true by soliciting feedback from others and using that feedback to create a more complete picture of our performance. A healthy dose of regular feedback from others can help to keep the ego in check and allow the benefits of EQ to flow. Remember that ego and EQ are mutually exclusive: you must make a conscious and daily choice about which one will dominate your conduct each day.