A mature leader invites constructive feedback, also from own employees, to self-reflect on it, adapt and evolve. Only an immature, self-absorbed manager will reject such feedback.
Look at the ’30/40/50 Rule’: the same behaviors that made you successful in your thirties can make you stagnate, ’derail’, even lose your career in your fourties and fifties. In your thirties, you experienced success through yourself and got ahead through qualities like:
– strength through specialization
– pushing own points of view through
– direct control of your own objectives
In your fourties and fifties, as a Director, Vice President or higher, your success is realized through others, i.e. the people who report to you – so now you get ahead through:
– appreciating, motivating and developing others
– creating a sense of collaboration and unity
– being secure and well-grounded enough in yourself to both give and receive feedback from anybody around you constructively
– being a role model for your team, modeling the behavior you want to see from them
That is quite a commitment – are you up to it? Are you willing to engage in and take time for the self-development that it takes? For that self-development, it all starts with feedback. Not just from your superior and perhaps a coach, but from the very people who observe you most astutely: your employees. And not just through an anonymous 360-degree feedback tool, but face to face, in real conversation.
Take this team leader who blurted out: “Anyone who criticizes me will be fired!“ – Do you think that is the solution? He may have to fire one team after another … Or take this newly promoted Director with international responsibility who, in a leadership training, came to me after a session and asked, all concerned: “You seriously mean I need to become more relational and invest in my soft skills?“ When I confirmed, he looked rather concerned …
You know, I used to not be that good at taking feedback myself, still in my late thirties; I had my sensitivities … and I’ll be eternally grateful to my U.S. colleague Vannessa, who made me notice. When she offered me a comment on my team behavior, and I went straight into a defensive answer, she said: „“Hellooooo – I just kindly offered you constructive feedback, which means I just made you a gift. Shut up with your defense and reflect on what I said.“ I never forgot that – she was so right: Feedback is a gift, generously offered to us so we can notice our own ’blind spots’ and get a chance at evolving towards being a more ’adequate other’.
Later on in my training as a consultant and coach, learning how to receive feedback, reflect on it and evolve from that was a crucial part of my education, and I cannot recommend it enough.
One first thing to consider is whether you respect your own employees enough to give them their annual or bi-annual development session, and whether you prepare for that well. It is not just for their objectives and for determining whether they get their bonus – it is also about how they want to develop, both in terms of hard and soft skills, and where they want to be in three to five years. And it is about the often uncomfortable question: ’What do you, employee, want me, team leader, to improve on in my own management or leadership behavior?’
If you dare ask that question, and if you have made your employees comfortable enough around you for them to trust you and dare answer you honestly, then the feedback you receive will be a gift indeed. If you can receive it without anger and defensiveness. If you can reflect on it, see your possible blind spot, and practice a different approach in the future. That is (amongst others) what is required of a mature leader.
In case you are interested in taking a leadership development course or getting some personal coaching, feel free to get in touch – I’ll be happy to recommend both courses and/or coaches to you.