![]() No matter how well-tuned a leader’s strengths are, one unaddressed “fatal flaw” (e.g., arrogance, inability to build a team or difficulty adapting to a new context) can lead to failure - particularly if it is unacknowledged by the individual. People should just focus on their strengths. Our work has shown that ignoring one’s weaknesses is one of the greatest contributors to individual derailment in organizations.And, in CCL’s work, we’ve found successful executives credit all types of potentially threatening events (e.g., horrible bosses, making a business mistake, being demoted, and firing employees) as key drivers of their development. Research indicates that 360-feedback recipients who get unfavorable ratings tend to improve their performance more than others. Feedback about weaknesses creates a threat that inhibits learning.However, for a leader, knowing how others see and experience her is incredibly valuable since those people make decisions based on their perceptions-decisions about who to listen to, cooperate with, trust, support and promote. Feedback is never purely objective since it is delivered from a human being with a unique perspective. People are unreliable assessors of others and thus give feedback that is more distortion than truth.You’ll foster more learning by asking questions that stimulate reflection and coaching people into exploration and experimentation. Telling someone how to fix a problem is often the wrong approach.People are often quick to notice what’s wrong, but it’s equally important to pay attention to and provide input on what is working to support development. Positive feedback is critical for learning.Frequent or exclusively negative comments can spark defensive reactions that cloud perceptions and dampen motivation. Indeed, effective criticism needs to be delivered with respect and care. Harsh feedback does not help people thrive and excel.There are several ideas in the article with which we agree: ![]() Our research and experience at the Center for Creative Leadership (CCL) lead us to a different conclusion: Feedback - both positive and negative - is essential to helping managers enhance their best qualities and address their worst so they can excel at leading. ![]()
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