Feedback is the fuel of personal growth. Seek effective feedback: ↳ Create safe spaces for honest conversations ↳ Ask specific questions, not general ones ↳ Listen more than you defend Great leaders are great listeners.

To effectively seek feedback, I think it’s important to ask the right people—those you trust and respect, like colleagues or mentors. Be specific about what you want feedback on, like your decision-making, communication, or team dynamics. Approach it with an open mind and be ready to listen without getting defensive. It’s also helpful to ask for regular check-ins or have ongoing conversations to track progress and keep improving.

To effectively seek feedback as a leader, my first priority is to create a safe environment where others feel comfortable sharing their thoughts. If the atmosphere around you doesn’t support candid conversations and honest feedback, forget it. You will not learn anything helpful. Also, be specific when asking, like, “How did my approach to that meeting work for you?” rather than vague questions. Ask for both positive and constructive feedback to get a full picture. Moreover, stay open-minded, listen without defensiveness, and express gratitude for their input. Finally, act on the feedback and follow up to show you value their insights and are committed to growth.

The 360-degree feedback process has been one of the most impactful tools I’ve used to improve my leadership skills. It provides candid insights from individuals at all levels—supervisors, peers, and direct reports—highlighting strengths and areas for growth. By integrating this feedback with real-time input from ongoing conversations, I have been able to refine my leadership style to better support my team, collaborate effectively, and align with organizational goals.

Improving leadership is a continuous process that requires humility. To gather meaningful insights: 1. Actively Listen: Instead of just asking for feedback, truly listen and absorb what’s being said. Take note of both positive and constructive points without getting defensive. 2. Seek Diverse Perspectives: Feedback from different people—peers, team members, or mentors—offers a fuller picture of your strengths and areas for growth. Don’t rely solely on one source. 3. Reflect and Apply: After receiving feedback, take time to reflect on it and prioritize what aligns with your leadership vision. Don’t be afraid to test new approaches and iterate.

1. Ask specific questions: Focus on areas you want to improve; don't ask for general feedback. 2. Choose the right people: Seek feedback from those who know you well; their insights will be more valuable. 3. Be open and listen: Accept feedback without getting defensive; it's for your growth. 4. Act on feedback: Make a plan to implement the suggestions you receive; show progress. 5. Follow up: Check in with your feedback providers; let them know how their advice helped. 6. Reflect regularly: Take time to think about the feedback and your progress; it’s an ongoing process.

Effectively seek feedback by creating a safe and non-judgmental environment where individuals feel comfortable sharing honest opinions. Ask specific, targeted questions about your leadership behaviors and their impact. Utilize various feedback methods, such as surveys, interviews, and 360-degree assessments. Actively listen to feedback without defensiveness and demonstrate a genuine desire to learn and grow. Follow up with individuals who provide feedback to clarify any points and demonstrate you value their input. Use the feedback received to identify areas for improvement and develop a plan for implementing changes in your leadership approach.