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Last week we discussed tips on how to give the gift of feedback so that it is heard and embraced. Today we are going to talk about the dual benefit of asking for feedback. Find the show notes on my website at

The best leaders know that feedback is a two-way street and they recognize the importance of asking for feedback.

Asking for feedback routinely provides valuable insights into areas of improvement.

But there is also a second, and very important, benefit to asking for feedback.

Asking for feedback routinely can be key factor in establishing your organization’s culture.

Asking for feedback encourages open communication and vulnerability.

Receiving feedback can be hard. If not given constructively, it can sting.

It takes courage and humility to ask for feedback, but by doing so, you model the behavior you want to see by your team.

By actively demonstrating those qualities as the leader, you encourage your team to do the same.

How you begin to ask for feedback coupled with how you receive it will begin to set the tone for a shift from a “push” feedback culture to a “pull” feedback culture.

Pulling for feedback and putting it into forward action instead of waiting for feedback on a past action demonstrates an intrinsic desire to learn and grow.

Pulling for feedback and putting it into action also cultivates a culture of openness and vulnerability.

As a leader, you are responsible for asking for feedback, and doing so routinely.

Over the course of my 30 years in Corporate America I learned from various leaders some valuable tips on how to pull feedback.

Here are 7 tips that you as a leader can follow:

(1) Explain why you are seeking feedback
People need to be convinced that you want feedback for the right reason.

(2) Phrase your request in a way that encourages people to provide helpful suggestions
Ask an open-ended question such as “How can I do better at…” versus “Do you have any feedback for me?”

(3) Focus your request
People are more likely to give you helpful feedback on a specific area that you are seeking if you specify upfront.

(4) Give the person time to think about your request
Ask the individual if you can follow-up with them in a few days.

(5) Actively listen when receiving feedback
Quiet your ego and ask questions to confirm your understanding.

(6) Receive feedback with gratitude
Demonstrate your appreciation and avoid any defensiveness in your response.

(7) Reflect on the feedback and take action
Implementing change reinforces that you are listening and that the person’s feedback matters.

As a leader, giving feedback routinely, but also seeking feedback routinely is critical for the development of others and of one’s self.

As a leader, seeking feedback routinely also helps to create a culture of trust and open communication.

How often do you as a leader ask for feedback from your team?

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