Feedback is critical for growth, yet often leaders are not comfortable sharing the feedback with the individual, often discussing individuals behaviour and performance behind their back. Frustrating when if you are always working on being the better version of your self.
You may have a boss who shares remarks about your team, when you ask have you given the individual the feedback they says no. When you ask why, they say ‘ I don’t want to hurt them’. Hurting them is not having the conversation with the individual.
Be very wary of leaders who gossip about others behaviour, but when you question them, have they had the conversation with the the individual and they say No. What are they saying about you? Worse still when the comment is a “perception” and their are no facts to support.
I treat others the way I wanted to be treated my self. Transparency and truth is a key value, therefore I will share observation for improvements because I care and I want them to improve. Always give feedback within 24 hours of the observation.
When we genuinely care about others you help them, not judge them. When we speak about others failings without them being present, ask yourself, how would I feel if I heard what was being said about me behind my back. The answer is simple don’t do it! Have the guts to have the conversation with the person you have the observation about, show them you care about them, be genuine with your conversation.
There is a great article written the Harvard Business review on What to Do If Your Career Is Stalled and You Don’t Know Why? This goes to the heart of poor leadership, when the right coaching is not taken seriously enough and a high performer misses an opportunity on a behaviour that could have been coached to success.
Feedback is critical for growth