Feedback is KEY to Success

certainly if they're not conscious of the needs and the wants of the people that are working with them and for them, then they're certainly not coaching, developing, motivating, inspiring, getting the training and the development and the growth and the mentoring and the coaching that is needed for team members to optimize their own capabilities. But if you fail to develop your team, then you're just looking to open the door and just send all of your talented workforce out the door. And I know no hardworking people manager really wants that. And I know no hardworking corporate professional is looking to intentionally do that. It's not as if they wake up every morning saying to themselves, okay, what team member can I destroy? What team can I break apart? What destruction can I do in the business today? And therefore, it's even that much more important to give one the tools and the observations and the feedback that are needed for them to flip that switch from being unconscious to being conscious. But lastly, another implication to one's leadership is if you don't get feedback, and I won't say you, if one doesn't receive feedback and really learn about their strengths, learn about their blind spots, learn about the areas for improvement, learn about the perception others have of them, learn about the experience they create each and every moment that they're engaging with those around them, well then there isn't even an opportunity for one to learn and grow. They're just choosing to stay in the state of which they are. And again, I can certainly sympathize and understand that state of mind, that state of being, because in that time that I had mentioned, you know, a couple years into, uh, building my own business and just going at it. Almost like 20 hours a day, but not very conscious or aware at all about what I was doing, how I was doing it, what I was saying, what I was not saying. Um, just wanting to get the checklist of the thousands of things that I needed to do done. It definitely woke me up when finally someone sat me down and gave me the feedback, as hard as it was and as painful as it was to really see that with all the strengths and skills and talents that I possessed, all of those blind spots, all of those weaknesses, all of those areas for improvement were destroying me and my future. And so your, your team members deserve, and/or this individual that might be an unconscious leader deserves to get that feedback. Regardless of how resistant they are to it, they need to be given the feedback so they have an opportunity to change. So be sure that if you see individuals with the characteristics of an unconscious leader, help them switch, flip the switch, and get them the support that they need in order to make the shifts and the changes and the transformation needed for them to be very effective powerhouse leaders. Now let's talk about what one can do in order to flip that switch, as I mentioned, and really become conscious and intentional and thoughtful so they can become that powerhouse leader that their team wants and the company needs. And of, of course, if you took the challenges and then just flipped them on the head, that's what you're gonna get as far as what can one be doing in order to become conscious? So the first one being that develop self-awareness. Ask for those self-assessments, ask for those 360 feedbacks, ask for even the coaching and the mentoring, the training that is needed in order for one to really recognize within themselves and from other people's input as to their strengths or weaknesses, the areas for improvement, their blind spots, the experiences people have with them, the perspec— perception other people have of them, but help them and give them the tools and the resources needed for them to build that self-awareness.