Feedback is a cornerstone of organisational growth, yet its true power lies in giving it and receiving it, especially for leaders.
Trust and psychological safety are critical elements that enable effective feedback.
When these are nurtured, feedback can empower every member of an organisation, fostering a culture of continuous improvement and collaboration.
Why Prioritising Feedback Reception is Crucial for Leaders
Leaders who prioritise seeking and receiving feedback over merely giving it unlock a wealth of benefits for them and their teams.
Leaders demonstrate vulnerability and openness by asking for feedback, creating an environment where honesty is valued.
This approach builds trust, as team members see their input being sought not for ulterior motives but as a genuine effort to improve and align with the team’s needs.
One of the key benefits is the creation of a feedback loop that encourages continuous improvement.
When leaders ask, “What am I doing? What can I do differently? What can I do for you to help you maximise your potential?” they open the door for authentic conversations.
This kind of engagement allows leaders to adjust their strategies and behaviours in real time based on their team’s needs, ultimately leading to better decision-making and stronger leadership.
Creating a Safe Environment for Honest Feedback
For feedback to be effective, it must be delivered and received in an environment of psychological safety.
Leaders play a critical role in establishing this environment by leading by example. When leaders ask for feedback, they must clarify that participation is voluntary, ensuring that team members feel no pressure to respond.
Feedback should be seen as a habit, not a one-time event, to avoid perceiving it as solicited for self-serving reasons.
It is also essential for leaders to be empathetic in their approach.
By being honest yet empathetic, leaders can provide feedback that is both effective and respectful.
The non-violent communication model helps in framing feedback objectively, focusing on what happened, how it made someone feel, and what is needed to move forward.
These approaches foster a climate of respect and understanding, where feedback can be given and received constructively.
Real-World Impact: Feedback Transforming Leadership
Our programmes, the Supervisory Skills Programme and the Leadership Development Programme, demonstrate the powerful role feedback plays in shaping effective leadership.
For example, career-focused initiatives have encouraged leaders to foster open and safe environments where team members feel comfortable discussing their aspirations and development goals.
This initiative not only empowered employees to take charge of their career paths but also gave leaders invaluable insights into how they could better support their teams, inspiring a sense of motivation and empowerment.
Another example is the 360-degree feedback process, where leaders receive anonymous feedback from the organisation.
This comprehensive view allows leaders to see how they are perceived on both a macro and micro level, providing them with actionable insights to refine their leadership style, enlightening and informing the audience about the power of feedback in leadership development.
360-degree feedback is most effective when integrated in a coaching trajectory or other development programme.
Final Thoughts
When leaders focus on receiving feedback, they set the stage for a culture of trust, continuous learning, and mutual respect.
Feedback leadership not only empowers individual team members but also enhances the overall effectiveness of the organisation.
At UNLOQ, we help leaders transform through tailored coaching and development programs, such as Masterclasses and Webinars, Team Transition Support, Peer Support Facilitation, Case study-based sessions that foster collaboration, and Individual Coaching.
Contact UNLOQ for a no-obligation discussion for starting your journey to using feedback leadership to empower your organisation, fostering a culture of continuous improvement and collaboration.
Continue to professionalize and optimize
In addition to the continued development of our UNLOQ Campus coaching platform, we also accelerated the ISO 27001 certification process. This process had already started in 2019 and was aimed at improving our internal processes and increasing the security of customer information. Especially at a time when more and more work is done online and remotely, it is a challenge to ensure maximum confidentiality of information. Obtaining the ISO certificate is not easy; as an organization you have to comply with no less than 96 standards. In 2020, we secured our first certification. In 2023, we passed another 3-year audit which means we are now ISO 27001:2022 certified! This makes us one of the few (international) L&D organizations with this latest version of ISO 27001.
