One Thing You Can. When it comes to seeking honest feedback, there’s a crucial element that sets successful leaders apart from those who struggle to get it. It’s not a trick, a tool, or a technique – it’s consistency.
cy. Consistency in asking for feedback is what builds trust and allows others to open up and offer genuine insights.
Imagine a scenario where, during the 2008 financial crisis, several individuals moved their money out of the market, prioritizing security over potential growth. Many would have done much better if they had stayed the course and continued making regular investments, reaping the rewards when the market recovered. This situation highlights the importance of a long-term strategy, one that’s echoed by financial professionals who advocate consistently investing, regardless of short-term market fluctuations.
Just as a consistent investment strategy reaps better rewards over time, so too does investing in people through regular feedback solicitation. However, this is a habit that’s often neglected, particularly when the stakes are low or when it’s easy to slip into old patterns. Consider a manager who only engages with employees when the big boss is in town or an individual who only seeks feedback after a remarkable achievement.
The Power of Consistency in Feedback
It’s not that people are intentionally withholding their opinions or advice; it’s more a case of skepticism and mistrust. If you’re only asking for feedback when it’s convenient or when you need a quick fix, others are likely to view your request as insincere. They might wonder if you’re asking to simply fulfill a task or to gain short-term validation.
Consistency, on the other hand, sends a clear message: you value their thoughts and opinions, not just at specific times but at all times. By making regular time to ask for feedback, you create an atmosphere of trust and open communication, allowing people to share their honest thoughts without apprehension.
Coaches and experts alike advocate for this approach, including executive coach Tom Henschel, who recommends asking one of the following three questions to get honest feedback: “What should I stop doing that’s not working for you?” “What should I start doing that would help you do your job better?” or “What should I continue doing that you’ve found helpful?”
Make it a habit to ask one of these questions each week, and continue to do so every week thereafter. It may take time before you start hearing genuine feedback, but the key is to keep asking and to show that you’re committed to growth and improvement. Consistency is the foundation of trust, and trust is the key to getting honest feedback.
As a leader, you have the power to create an environment where feedback is welcomed and encouraged. Don’t wait for the right moment or the right circumstances; instead, make it a priority to seek feedback consistently and with sincerity. By doing so, you’ll be well on your way to building trust and cultivating a culture of open communication.
[reminder]What can you do to make asking for feedback a consistent action in your leadership?
