Best-selling author Simon Sinek is known for his TED Talk on the concept of WHY, which has been viewed over 60 million times, and his video on millennials in the workplace—which reached 80 million views in its first week and has gone on to be seen hundreds of millions of times.
Check him out here.
‘You have to be aware of your weaknesses if you are going to work on them. I think blindness is way worse. The way we can overcome blindness is by being willing to accept feedback from others. Not only do we need to be open to feedback, we need to ask for it. How are we going to be better, if we can’t see where we need to improve?’
When asked what type of feedback Simon responds best to, he mentions all three types of feedback in his response:
‘I like honest feedback. I like to know what I can improve on (Guidance Feedback). One of the frustrations of living in the public eye, a little bit, is people want to tell me good things (Acknowledgement Feedback), but I also want to know what could be better (Evaluation Feedback). And I really value that. And thank goodness I have a team that's really honest with me. They let me know (Evaluation & Guidance Feedback) and I think that's good. Good news is nice and it's good to hear. It's nice to know that you're doing well, and compliments are great (Acknowledgment Feedback), but I like to know what I can do better (Guidance Feedback). Whether it's something minor or something major, I like to hear it’. (Guidance Feedback).
Are you asking for and offering all three types of feedback in your Feedback Conversations?
How often are you asking for feedback?
When you ask for feedback, are you ready for the response if you discover a blind spot that means you might have to change?