Summary of “4 Ways to Get Honest, Critical Feedback from Your Employees”

Over my 30-year career working with leaders, I’ve heard many declare such self-enlightenment.
While we know that higher self-awareness leads to better team performance research suggests that most people aren’t very self-aware at work.
After the leader’s speech, I introduced myself and asked him with curiosity, “So what have you done to become so self-aware and open to feedback?” Proudly, he responded, “I make it a priority to get a 360 feedback review every year.” I probed further, “And what kinds of things have you been able to improve in your leadership as a result of all that feedback?” With remarkable sincerity, he said, “Well, for example, last year I received feedback that our staff meetings were too long so I shortened them by 30 minutes.” I now fully appreciated the eye rolling.
You don’t need to collect formal 360 feedback to learn how others experience you as a leader.
After meetings where particularly difficult issues or decisions are discussed, one leader I work with asks a few members of her team, “How do you feel that went, and what could I have done differently?” Her team has come to realize she genuinely wants pushback and accepts it graciously.
Too many 360 feedback processes, because they allow people to hide behind anonymity, have become replacements for great conversations instead of instigators of them.
Any feedback exchanged between leaders and followers should ultimately strengthen the relationship, not further strain it.
While people may withhold verbal feedback, their faces and bodies will often tell a different story.

The orginal article.