Feedback: How to Handle Feedback as a Leader [VIDEO]

“Can I give you some feedback?”

Let's face it. Those are six words we do not love to hear. Maybe for some of us, they fill us with anxiety of what is about to come. For others, these words might cause fear of what someone is going to say about our performance, a project we worked on, or a leadership decision we made. And if we get a performance review and most of it is good, where do our eyes go? They focus on the one or two things that we need to address – the feedback.

It takes a brave person with strong character to be willing to look at themselves from all angles and focus in on their leadership. Here are five ways to handle feedback as a leader.

1. We must work to create a posture of inviting feedback.

When people come to us as a leader, we need to have a posture that says, “I'm willing to receive the feedback that you're going to give me.” It is a physical way to demonstrate to those following us, that “I'm safe. When you provide me with feedback, I'm going to hear you, I'm going to listen, and I'm going to validate what you said." Posture is important.

2. Seeking feedback is a position of strength, not weakness.

The concept of seeking is that I'm the one inviting people to give me feedback. So, if I'm working on a project or leading a team, I go to the group and say, “I would like to get some feedback on this particular area of my work.” Seeking feedback is what accelerates our leadership and allows us to understand the things we are working on at a level that we may not see otherwise.

3. Everyone has an opinion about everything you are doing. Wise leaders discern the truth tellers in their lives.

It is important for everyone to know that they can give you feedback. But, you want to be smart about which feedback you use when making decisions. The concepts you listen to should be specific, measurable, and attainable.

4. You do not benefit from the information you do not have. Feedback is valuable for your future leadership.

Feedback is valuable not only for your current leadership position, but your future leadership as well. When you find out information about yourself as a leader, you can put that feedback into practice for the next 20-30 years. Imagine the impact it will have! It is important to know the information that you don't have, also called blind spots.

5. Look for a leadership accountability partner to mutually give feedback to each other.

A leadership accountability partner is someone who loves you in spite of you, knows you well, cares for you, and is safe. When you find that person, invite them into your life by saying, “I'm looking for a mutual accountability partner, someone that can give me feedback and I can give them feedback. Would you be interested in serving in that way with me?”

These are five principles that I hope will help you as a leader when it comes to feedback. Feedback is never easy, at times it can be very painful, but ultimately, it benefits us now and in our future leadership.

How has feedback helped you as a leader? Let us know in the comments below!

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Billy Dunn is a Senior Consultant at The Center Consulting Group and has over 20 years of church and nonprofit leadership experience. He serves as the Character Coach for the Lehigh University Men’s Basketball team and the Director of Ministry Leadership for Word FM. Billy has assisted with the launch of a number of nonprofit organizations and has worked with organizations and ministries across the world. Billy has an M.S. in Organizational Leadership and brings experience in the areas of leading change, leadership coaching, resource development, church growth planning, and strategic thinking and planning.