All of us benefit from feedback about how we are doing in our jobs. A sensible strategy is to encourage feedback rather than wait for it.
Frequency – periodic.
Key participants – colleagues and peers.
Leadership rating ***
Few of us, if any, actually go to work wanting to do a bad job – it would be perverse, given how much of our waking lives we devote to it. By the same token, if we are honest we also want to know how we are doing – what areas we are strong in, and what areas can be improved. We may be more reluctant – out of embarrassment or fear – to confront the benefits that such feedback provides, and systems often have to be put in place to ensure that such feedback actually occurs.
As a leader you should ...