Want To Grow? Do This

If you’re not growing forward, you’re going backwards.

That was my coaching business motto.

But the other day I was guest “judge” for a hybrid course and a similar concept emerged.

Students were giving their final pitch before their presentations were due in a few weeks.

A rubric scored different categories such as: clear purpose, supporting points, overall impact, etc.

But when it came time for peers to offer feedback, the room went silent.

Funny thing is, when you complete your presentation you want feedback in order to evaluate and improve your performance.

Yet the students were hesitant to give feedback for various reasons: hurt feelings, taking comments personal, withholding judgement, etc.

However what I viewed from the class was: a lack of engagement.

If you want feedback on your performance, you have to offer the same type of feedback during other’s proposals.

So halfway through the practice, we took a break and I approached one of the teachers about this exact concept and she agreed.

For the following deliveries, each student is required to chime in and give their honest opinion.

Now let’s parallel this in the corporate world.

Performance reviews are a given, regardless of the frequency, but how often is feedback given with a 360 degree approach in mind? 

Leaders, it’s not enough to gather assessment from your supervisor only.

If you really want to grow as a leader, you need to seek feedback out consistently from your peers and co-workers.

Complacency or mediocrity is the result of living in a silo, free of criticism.

I admit receiving feedback can be hard not to take personal, but it’s a necessary thing for betterment.

Picture feedback as a means to an end, growth.

• I first experienced this firsthand as I submitted proposals for TEDx Talks in 2019.

• The feedback did sting, especially when rejected by local event organizers, but it eventually landed me a talk in 2020.

The hardest part of growing is getting started.

You have to mentally prepare yourself for the grind that is ahead.

Being fearful can stifle you, but accepting observations objectively (versus subjectively) will develop your skill level.

“Listen to the message, not the messenger” is sound, practical advice.

If you start labeling feedback as guidance for development, it’s not so scary anymore.

The irony is feedback falls into the category of what’s needed, not always wanted.

If leaders expect their people to grow, they need to show the way by example.

• Have the humility to admit you don’t have all the answers and depend on those around you to sharpen your weaknesses.

• Feedback can be a gift, if you choose to treat it that way.

So if you want to grow, ask for feedback.

That’s what I do as a coach, so if you want to grow reach out.

God Bless,

Scott

If you found this helpful and you’re looking to improve your soft skills as a leader, here are ways to work with me directly:

• 🗣 Hire me to speak at your company or next event (watch my speaking reel here)

• 🎤 Invite me to lead an interactive training workshop, remotely or in-person (depending on location)

• 🤝 Start 1:1 coaching with me as a new manager, current leader or executive (I once managed 30 people 1:1 weekly❗️)

Also, you can help me out by forwarding this to friends whom would benefit from it! Thank you!