Andrew Horabin, author of “Bullshift” made some wonderful points about how to develop within an organization.
He believes that when a new person joins an organization – we should be saying, “..welcome, this is how you can improve and grow within this organization:
- Experience (which will come with time)
- Training and development opportunities (which you will seek out and which we will endeavour to provide)
- And you will get feedback (lots of it – so don’t be defensive about it)
This fits neatly with the quote from Daring Greatly:
“..I believe that feedback thrives in cultures where the goal is not “getting comfortable with hard conversations” but normalizing discomfort.
If leaders expect real learning, critical thinking, and change, then discomfort should be normalized:
“We believe growth and learning are uncomfortable so it’s going to happen here- you’re going to feel that way. We want you to know that is normal and it’s an expectation.
We want you to know you are not alone and we ask that you stay open and lean into it…”
Imagine if feedback was viewed as something to be welcomed, as a real opportunity to grow, develop and reflect.
Rather, than something to be avoided, defended or worse – attack!
Almost every piece of feedback (particularly the negative bits) have been helpful in one way or another to me; once I have taken the time to reflect (rather than immediately respond, defend or attack).
Almost every piece has enabled me to be better at what I do, to grow, learn and develop. Sure there have been bits that have been difficult to hear, some that I didn’t necessarily agree with. But upon reflection, all provided insights of one form or another.
So, don’t just discard feedback (even that which you disagree with). It’s a gift. Treat it as such.
Even if it’s delivered imperfectly (which often it is).
What’s been the most useful feedback you have ever received? What made it so useful?
