Fine-Tuning Your Feedback Loop

Most people in leadership roles have no problem sharing an opinion. In fact, they probably thrive on the ability to tell others what they think, to share their preferred approach, or to build on what has been presented.

But what happens when the focus is turned on you?

Who do you trust? Who do you turn to for validation? For push-back? For refinement?

It’s not so easy to be the focus of critique… or know how to leverage criticism effectively.

I remember learning this lesson clearly after a huge project wrapped at a company I was working with. It should have been a home run. But the team struggled to get the project to the finish line. And when the client called to say thanks for the support,… “but we won’t be extending our contract” — jaws hit the floor. Looks of bewilderment could be seen everywhere. But they should have seen it coming. The signs were everywhere.

The project ideas were conceived by the team leader, who didn’t seek additional input at any point in the process. Once the project was launched, the team leader made all the decisions on adjustments all on his own. And whenever there was an opportunity for feedback, he was surrounded by junior team members who didn’t feel comfortable sharing true opinions. In the end, after learning they had lost the account, the only feedback the team leader received where phrases like “they just were not creative enough,” and “you are too advanced for them,” and “we probably shouldn’t be working with them anyway.”

The feedback loop was broken.

Want to achieve success and avoid scenarios like the one above? Make sure you have a strong feedback loop: a constant cycle of monitoring and improvement fueled by guidance from a core team of advisors and confidants. Feedback loops are crucial in order to consistently improve your output.

Here are FIVE characteristics to look for in the people you trust for feedback:

• PERSONAL: Include people that know you well, including your skillset, your passions, and your motivations, and are committed to helping you grow as a person

• ELEVATED: You want people that do more than just complement your skills. Find people whose background, skills, intelligence, or approach are things you want to emulate.

• RELIABLE: Find people who will consistently take your call, respond to your messages, and take you for that cup of coffee once in a while.

• ENGAGED: Seek out voices that are passionate, enthusiastic and authentic.

• COMMITTED: Choose people that aren’t afraid to challenge you and feel compelled to hold you accountable.