Most leaders don’t practice Tony’s feedback gestalt. To a greater or lesser extent, they stifle feedback. Sometimes they create environments where people are reluctant to tell them the truth. Sometimes they encourage feedback but don’t really listen to what people tell them. And sometimes they say or do things that throw the feedback back in the faces of the people who provided it.
Think about whether you are receptive to feedback. If you’re not, you need to identify the cause. The following are the ten most common reasons leaders reject or avoid receiving feedback. Determine which ones apply to you and then implement the suggestions for overcoming your feedback-averse response.
- The truth may hurt.
- You might have to acknowledge that you are not perfect.
- The feedback does not make sense—they obviously don’t understand you or your intentions.
- You might have to change and you lack the time or energy to do so.
- You don’t care.
- Their comments are motivated by their dislike of you, so you can dismiss what they say.
- Acknowledging the feedback means acknowledging you messed up.
- You might have to engage in a painful conversation.
- It will open old wounds.
- You don’t respect the person(s) giving you the feedback.