“Basically, we accept feedback that is consistent with our self-image and reject feedback that is inconsistent.” – Marshall Goldsmith
When Marshall Goldsmith wrote the book with the title, What Got You Here, Won’t Get You There, back in 2007, little did I know that I would get to learn from him directly during my MBA at the University of Michigan, Ross School of Business.
Marshall shared his wisdom and experience as the executive coach for one of my leadership role models, Alan Mullally, Ford’s former CEO.
Marshall’s method for changing and making those changes permanent has influenced my job as an executive coach to help my clients change to increase their self-awareness, enhance their leadership, and improve their performance and well-being.
Today’s focus is on Feedback:
- Feedback has always existed. The one that matters most is the 360-feedback. The best-solicited Feedback is confidential through an unbiased person, like me, the coach.
- Successful people have two problems dealing with negative (or constructive) Feedback: 1) they don’t want to hear it; 2) people don’t want to give it.
- Feedback is beneficial as a snapshot of the present time. Without Feedback, I would not be able to work with my clients and have results.
- Ask people who will commit to providing the Feedback given that they can let go of the past, tell the truth, be supportive, helpful, and not judgmental.
- Treat every piece of Feedback as a gift and say, “Thank you.” No need to give your opinion or get defensive.
- It is a whole lot easier to see our problems in others than it is to see them in ourselves. What is unknown to us may be well known to others. That is the value of unsolicited Feedback.
I help leaders identify what they need to change and improve to go beyond what brought them success and recognition. Together, one of the solutions we work on is to understand when their strengths are overused and avoid the high cost on their personal and professional lives.
