How to Solicit Feedback As a Leader

Did you know that 65% of employees want more feedback than they currently receive?

Yet many leaders struggle to ask for it—myself included when I first became a leader.

I vividly remember my first attempt at asking my team for feedback. I was nervous, unsure of what I’d hear, and afraid it would shake my confidence. But the insights I received changed how I led, unlocking new levels of trust and collaboration.

This week, we're exploring the transformative power of soliciting feedback as a leader.

TL;DR

→ Feedback as a Leadership Essential: Understanding the critical role of feedback in enhancing leadership effectiveness.
→ Overcoming Feedback Anxiety: Strategies to build confidence in initiating feedback conversations.
→ Actionable Techniques for Improvement: Practical methods to enhance the quality and impact of feedback received.

In today's fast-paced business environment, leaders who actively seek feedback gain a significant edge.

Research by Gallup shows that their teams perceive leaders who regularly ask for feedback as 8.9% more effective.

This emphasizes the importance of feedback and its connection to employee engagement and overall team performance.

Here are some ways you can seek input to give you that edge:

Schedule Monthly "Reverse Feedback" Sessions

Create a regular time each month for your employees to share feedback on your leadership. When I introduced this, I was amazed at how quickly trust deepened. People felt heard, and I gained perspective that I wouldn’t have otherwise.

Tip: Approach these sessions with curiosity and an open mind. Demonstrating vulnerability can inspire your team to do the same.

Use the "Start, Stop, Continue" Framework

This structured approach simplifies feedback conversations. Ask team members:

• Start: What should I start doing to improve?

• Stop: What behaviours should I stop engaging in?

• Continue: What’s working well and should be maintained?

Why it works: It encourages specificity and helps you turn feedback into clear action steps.

Implement 360-Degree Feedback

Gather input from all levels—peers, direct reports, and external stakeholders—for a well-rounded view of your leadership.

Doing this annually can help you track growth and identify blind spots.

Pro Tip: Use tools like CultureAmp or Lattice to streamline this process (more on these below).

Addressing Feedback Resistance

Many leaders face barriers when seeking feedback:

• Fear of Vulnerability: Reframe feedback as a growth opportunity rather than a threat.

• Concern About Perceived Weakness: Understand that asking for feedback demonstrates strength and self-awareness.

• Past Negative Experiences: Create psychological safety by fostering an environment where constructive criticism is welcomed.

Expert Insight

"The most effective leaders are those who are constantly learning and evolving. Seeking feedback is not a sign of weakness, but a hallmark of strength and self-awareness," says Michael Maccoby, leadership expert.

This underscores why feedback is crucial—it’s about modelling a growth mindset and fostering continuous improvement.

Real-World Impact

When Satya Nadella became CEO of Microsoft, he made feedback a cornerstone of the company’s culture. This shift contributed to a 27% increase in employee satisfaction and tripled Microsoft’s market value in just five years.

If a leader of his calibre prioritizes feedback, there’s a lesson here for all of us.

Emerging Trend: AI-Powered Feedback Tools

AI is revolutionizing how leaders gather and analyze feedback. Imagine receiving real-time insights into your leadership style and actionable tips for improvement—all through AI.

 Here are a few platforms to consider:

• CultureAmp: Real-time feedback with actionable insights for leadership growth.

• Lattice: Offers performance reviews and 360-degree feedback.

• Reflektive: Continuous feedback and performance insights for development.

Tip: Test these tools to see which aligns best with your team’s needs.

Resource Recommendation

"Thanks for the Feedback" by Douglas Stone and Sheila Heen offers practical strategies for effectively receiving and soliciting feedback. It's a must-read for leaders who want to master this critical skill.

Follow-up Framework

Once you have received feedback, here is how to follow up effectively:

1. Acknowledge Feedback Received: Show appreciation for the input.

2. Develop Specific Action Plans: Outline steps based on the feedback.

3. Schedule Check-Ins: Regularly revisit the conversation to demonstrate progress.

4. Close the Feedback Loop: Communicate what changes were made due to the feedback.

Final Thoughts

Asking for feedback isn’t just about improving yourself—it’s about creating an environment where everyone feels valued and heard.

 This week, I challenge you to seek feedback from at least one team member using the “Start, Stop, Continue” framework.

Let me know how it goes—what surprised you the most?

Until next week, keep striving for excellence

Chris March.