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The request for feedback needs to be as genuine as the feedback given.  Don’t ask for feedback when the conclusions and results are not only pre-determined, but advertised as such.

When support and empowerment are usurped by a strictly directive style, and the emotionally intelligent leader is discounted, the business suffers in the long run.  Condescension does not replace emotional intelligence. Compliance becomes the driving force and we become leaders who ask, is this high enough? Do you want higher? We jump to please instead of to collaborate in our leadership position. 

In this case, the request for feedback is also a dance in compliance, and reflects what the requestor wants to hear, and the supposition is that feedback will be structured to validate not assess. To do otherwise puts you square on the tracks in front of the train. Best to step off the tracks and wait to catch the next train.  

 


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