Art Sponseller, JD, PCC, Senior Executive Coach, www.artsponseller.com
Leaders crave feedback. But most get too little. And what they receive? Often fake or unhelpful. Employees clam up. They fear backlash. So they dodge the truth. How do you fix this? Start smart.
Ask Specific, Goal-Tied Questions
Skip vague pleas like “What do you think?” Tie asks to growth. Make them sharp.
Examples:
- “What one skill can I build to hit our Q4 targets faster?”
- “How could I run meetings to boost your focus?”
Targeted questions lower defenses. They invite real input.
Lead by Asking First
Model the way. Routinely seek feedback from your team. Share what you learn. “You suggested shorter emails—it’s working!” Your team watches. They copy brave habits.
Celebrate Feedback Hunters
Spot it? Praise it. “Shout out to Alex for asking his team last week—great move!”
Rewards build a culture. Subordinates join in. Feedback flows freely.
Weave It into Daily Rituals
Don’t wait for big moments. Add structure to routines.
- Weekly check-ins: “One win, one tweak?”
- Post-meeting polls: Quick thumbs-up or anonymous notes/surveys.
- Monthly rituals: Rotate sharing gains from asking for feedback.
Make feedback a habit. Work thrives on it.
