A short transcripted dialogue about leadership development and the role of feedback. Speakers discuss using Fernando Flores–style 360 interviews to learn how others perceive you, the importance of both giving and receiving feedback, and how openness to feedback reflects a growth mindset and impacts organizational health.
You spoke earlier about how I see the world and you're talking now about how I show up. And we use a practice that I learned from a guy named Fernando Flores to have people, leaders developing themselves, go get assessed by others. It's like a 360, but we actually have people interview and ask for some feedback. What am I good at? And not like it's the truth, but that they want to know how those perceive them. Because if you think you're perceived this way and you're acting that way, there's a big disconnect. How do you deal with that with people getting how they show up for others?
I talk a lot about feedback because it's very important to be willing to first of all to know how to give it, but also how to receive that feedback is a great way for us to learn about ourselves. You also see when you're giving feedback how someone handles stress if they are about collaboration and self reflection and growth. I love learning and getting feedback to make some tweaks and changes and show up even better next time. That's how you want all of your leaders in particular to be. The ones that are closed off, that are not comfortable with feedback, not interested in feedback, they're going to stay stuck in their hole and they can do damage to a company because the growth mindset isn't there, the personal mindset for growth isn't there. And it has to be. And also I think sometimes people hesitate to give feedback because they don't want to hurt someone's feelings or they're too nice, or they just don't think it's important because they don't value it.
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