#372 We all like feedback… to a degree!

Feedback is a gift, not a grenade, revealing what we can't see about ourselves. The most effective leaders don't avoid feedback but actively seek it out, growing faster by inviting correction rather than avoiding it.

• Our natural reaction to feedback often involves a stomach-dropping sensation like being on a rollercoaster
• Harvard Business Review notes that effective leaders consistently ask for feedback
• Feedback serves as a mirror revealing things we cannot see on our own
• Defensiveness kills growth while curiosity fuels continuous improvement 
• When giving feedback, make it specific, kind, and actionable
• Provide "micro-feedback" in the moment rather than waiting for annual reviews
• Ask trusted people for one thing you could do better, then listen without defending
• Feedback should serve growth, not ego

I help leaders create feedback cultures rooted in trust and accountability. Shoot me a text if you'd like to chat about how I can help. What's one piece of feedback you've received that changed the way you lead? Let me know after the beep.

Chapters

• 0:00 The Feedback Rollercoaster
• 0:32 Feedback: Gift Not Grenade
• 1:16 Creating A Feedback Culture
• 2:37 Call For Listener Feedback

Transcript

Speaker 0: 0:00

Have you ever had someone say, hey, can I give you some feedback? And instantly feel your stomach drop like you're on a roller coaster? Yeah, same, we all like feedback to a degree. Welcome to message 372 of the Growth Instigator Hotline, where we ignite your personal and professional development. I'm Aaron Havens, your host and growth coach.

Speaker 0: 0:26

Top Performance Tuesday the art of giving and receiving feedback. Okay, here's the one big idea I want to land today feedback when is it enough and when is it too much? It's not always easy to hear and it's definitely not always easy to give, but feedback done right is a gift, not a grenade. It's a gift If you lead a team, parent a child or have ever tried to grow in any area of your life. Feedback is your mirror. It reveals the things you can't see on your own. Harvard Business Review says it this way the most effective leaders are not those who avoid feedback, but those who ask for it consistently. Let that land Sit in that Pause. Do you ask for feedback? And, better yet, do you receive feedback in a good way? You grow faster when you're willing to invite correction instead of avoid it. And if you're willing, if you're giving any feedback and if you're willing, are you giving any feedback? If so, make it specific, make it kind, make it actionable. So here's your move Don't wait until the annual review.

Speaker 0: 1:43

No, give micro feedback in the moment, both positive and constructive. Ask someone you trust what's one thing I could do better? Then breathe, that's right. Listen and reflect and remember. Defensiveness kills growth, curiosity fuels it and, above all, feedback should serve growth, not ego, that's right. Refuse to be offended in this way. If someone is invested in you enough to give feedback, then please, my friend, be invested in yourself equally to consider what is being said. Hey, I'm here for you If your team struggles with tension, reactivity or shallow communication. I help leaders create feedback, a culture rooted in trust and accountability. Shoot me a text if you would like to chat about how I can help. Thank you for calling Growth Instigator's Hotline. I'd love to hear from you After the beep what's one piece of feedback you've received that changed the way you lead? That's right. Something someone said that changed the way you lead. Let me know after the beep and, as always, keep instigating growth in all you do.