There’s a Need for New Managers to be More Open to Feedback?
Few people seek out and enjoy receiving negative feedback from their coworkers. We all want to hear the positive —how great we are at what we do. But think of it differently.
Wouldn’t you like to get better at your job? Wouldn’t you like your new managers to be more open to feedback even if the feedback points out what is not working well? In fact, constructive negative feedback given with helpful intentions, can be seen as a wonderful opportunity to learn and grow.
Start by Switching the Feedback Narrative
Both executives and employees tell us that new managers are especially sensitive to criticism when they take on a new leadership role. They see new managers are trying so hard to establish themselves as competent and deserving of their new role that they miss out on getting the very feedback that could help them to succeed. Too many new leaders take constructive feedback personally and become discouraged or defensive.
Time to switch the narrative from half empty to half full. Rather than losing your confidence and, let’s be honest, responding with anger, try to look for the chance to show you are strong enough to listen, pay heed, and improve.
6 Tips for New Managers to be More Open to Feedback
Here are six tips for new managers to be more open to feedback so that it helps, not hinders, their performance:
Contextually, in what situation did they observe you doing something?
What specific behaviors did they observe in that situation?
What was their perception regarding the impact of your behavior on others?
The Bottom Line
The most effective managers are open to learning and feedback. Change your attitude toward negative feedback as a way to tell you that you’re not good enough. The best leaders view feedback not as personal criticism but as an opportunity to grow.
To learn more about improving as a new leader and setting up new managers to be more open to feedback, download 8 Reasons Leaders Need 360 Degree Feedback
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