So we are reaching a peak for the feedback unit. Mind you – this is just the start. These four challenges are just the beginning of becoming a professional feedback receiver. It doesn’t happen in a month, but the growth you are capable of and steps you’ve already made have hopefully reflected a positive result.
To be honest, none of this is easy. It takes a lot of pride swallowing. It can be a stab to get feedback from your peers and those who report to you. This week, however, is going to be trickier than most, but in the long run it’s foolish to avoid it, and amazingly beneficial to seek after it.
We’re not talking about your best buddy or the guy you share a tee-time with. We’re talking about your patients, your new nurses, your new medical assistance. The ones that may fear losing their jobs if they actually speak their mind.
This week’s challenge: ask one person on your first shift of work this week how you can improve.
Make it someone you wouldn’t usually ask, and someone that most likely won’t give you great positive feedback. We all know at least one person.
Let them know what you’re working on. Let them know that you’re trying to improve and that you will need them to explain their point of view behind the feedback. It could sound something like this, “Hey. I really want to improve on X. Do you have any suggestions for me? I don’t usually love feedback, but I’d like to hear what you think because I want to improve in X. I might have to think over what you say and then come back for more another day.”
Try it. Watch and see how you asking for feedback helps not only your leadership skills, but your relationship with the person that possibly gets the most under your skin. Chances are it will improve. Treat yourself to that growth we all need.
The superb source behind many of these ideas is the book Thanks for the Feedback by Douglas Stone and Sheila Heene.