Why You DON’T Get The Feedback You Need | Part 2

Great leaders are like old school mechanics. No computers or other gadgets to connect to the car to get a diagnostic. No disrespect to the mechanics with the fancy toys… Old school mechanics (and some new school ones too ;-) ) can tell you a lot about a car by the way it sounds.

Troubleshooting has a lot to do with intent listening. In fact, effective troubleshooting is impossible without great listening. The most effective leaders are listening leaders.

Feedback is an invaluable tool. Leaders with no respect for feedback are the worst kind.

tune for feedback

feedback must be constantly fine-tuned


In the previous post in the series we explored two reasons why leaders (and people in general) don’t get the feedback they need. The previous post focused on the importance of leaders asking for feedback and encouraging a culture that celebrates feedback.

Here are three other reasons you don’t get the feedback you need:


Bad leadership is characterized by stifling honesty. When leaders freak out on people for being honest they hurt more than just the relationships with their team but attaining vision of their enterprise.

Honesty is not synonymous with being mean. I’m not suggesting you let people be mean to you as leader. I’m saying create an environment where honesty is celebrated in more than just words.

Sometimes honesty will highlight your shortcomings as a leader. This must be taken in the context of your leading and not you as a person.

Part of maturing as a leader is being upfront with your shortcomings and putting measures in play to address them.


Feedback is not built into your systems and or processes; that’s why you don’t get it. When building systems or processes always include feedback mechanisms in them. This could be weekly updates or meetings.

You could be missing out on how to better serve those you serve, or missing out on having a more effective team, by not having feedback built into your processes.

When designing new processes remember to include feedback systems from the start. Don’t be afraid to review systems that are already in place, and change them to make feedback more effective.


One of the reasons you’re not getting the feedback you need is because you’re looking for feedback not the insights it carries.

Sometimes the feedback you need has to be sifted from the information you’ve received. Not all insights are obvious. Be prepared to interrogate your data to get the feedback you need.

Information is only as good as your understanding of its relevance and use.

[image by fodwyer | cc]

The Best Ways To Acknowledge Your Shortcomings

We may say we’re not but act like we are. Perfect, that is. The truth still stands; no one is perfect. Everyone generally accepts this for everybody else except when they feel violated by others.

Worse, still, when it is a leader that has failed. Whether you’re a leader in particular context or a part of a team being led, you’re aware of the shortcomings of those you serve with and those whose supervision you serve under.

Continue reading “The Best Ways To Acknowledge Your Shortcomings”

Slowing Down and Appreciating The Spectacular

I saw this video from Dumt & Farligt, a Dansih TV show, where the footage was slowed down to 2,500 frames per second. Some of the subjects they chose were a little random but interesting to see at that speed. Check out the video and catch my thoughts after and please do share some of yours. Catch you after the video!



Reflection(s): Slowing Down and Appreciating The Spectacular

Some of my thoughts while watching the video was, “these guys are insane.” I wouldn’t mind working with them. How did they choose their subjects? Crazy.” Then I think the most significant thought was,

“what spectacular thing would i like to slow down. to savor seeing it unfold in the most captivating way?”

We run through life to get to the next thing. Leadership rushes to the next big thing. To the next lab for the next level of innovation etc. We are constantly driven to the next thing. How often do we actually slow things down to appreciate their beauty as they unfold.

The video, for example, shows amazing patterns when the baseball bat meets the egg. We normally do not see the beauty in that when we look at it with our normal eyes. How often do we miss seeing the spectacular because we are not disciplined enough to slow down.

the spectacular is all around us. It is just that we don’t slow down, just enough to realize and appreciate it.

I’m not suggesting to abandon our resolve for the next innovation or moving on to, or deciding the next challenge. But that we do actually slow down, in a sense, enough to appreciate the spectacular.

It is not that there are no spectacular things happening in our lives, leadership and enterprises, it is just that we never slow down, just that much slower to actually appreciate them enough.

What would you love to have seen in the video? What is the spectacular that you feel people never slow down, just enough to see and appreciate?



The Relevance of Information

Information is necessary for leadership in decision-making. Leading without relevant information is like fighting in the dark. The challenges of the relevance of information. Sometimes leaders have enough information to make decisions, though, most of the time leaders feel like they never have enough.

Continue reading “The Relevance of Information”

More Than Five Reasons Your Team Is Frustrated With Your Leadership

A leader often has to deal with many dynamics in managing her team. It could be apathy. (Which I have written about in the past here.)   Another challenge a leader may have to deal with is a frustrated team.

Leadership can be the cause of frustration for their team, hence the importance of identifying possible reasons why your team is frustrated with your leadership. Here are more than five reasons your team is frustrated with your leadership:

Continue reading “More Than Five Reasons Your Team Is Frustrated With Your Leadership”