I believe in the empowering aspect of feedback. I think feedback allows any individual, particularly the leaders, to assess their performance against their perception of themselves.
I believe it is an ability to possess or develop to seek feedback, not everyone is capable of doing it, now either out of fear of being criticized or contempt.
I have always sought colleagues' and management's feedback and even though most of the time positive, I focus on the not so positive ones in order to shape my path more effectively. I know that is th perfectionist achiever in me in effect, preventing me to enjoy the positives and reprimanding me for the shortcomings.
Today I got a very interesting feedback from one of the perceived women leaders in the organization; that to seek input into your performance, especially as a woman, was a sign of insecurity and signaled the need for hand holding in the decision making process.
Even though I completely disagree with this comment, this was a contemplative input. That some leaders equate seeking advice to needing guidance rather than an opportunity to improve, gauge, and empower self to develop. I am going to pause on this for a while and revisit an old book in the mean time:
What Management Is by Joan Magretta
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About Me
- midnight/...
- An emigrant from an ancient civilization to North America, an engineer in marketing and management, a mom of working kind, who thinks when she talks, and who likes to write. I, L.B., own the copyright to the content.
Interested to know how you will see this in a few days. A learning experience indeed
ReplyDeleteI still see this as it was. I am thinking perhaps that is why a "mentor" is recommended and that mentor cannot necessarily be one's manager unless publicly announced and cleared. Otherwise the manager's mentor-ship is perceived as employees "need for advice". I wonder, anonymous, why you think my vision on this should have changed after a while.
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