The importance of useful, constructive and productive feedback from leaders.

Before I go any further, perhaps brace yourself as I’m about to have a bit of a rant. My ranty side doesn’t come out often, but desperate times call for more tough love than usual.

My clients are highly accomplished. They’re leading teams as senior executives. The people at the top of their pecking order, chairs, managing directors and the like, are in the position of delivering feedback, which my clients not only understand, but expect given the c-suite roles they occupy. If they’ve fallen short, if they need to lift their game, if things haven’t gone entirely to plan, they want to get things tracking along nicely. Feedback isn’t unwanted, that’s not the issue at play here.

A little caveat - we know that people are tired of the world right now, and many of us are not at our best. That doesn’t excuse the people at the very top of the tree delivering shabby feedback - which is what my clients are consistently reporting back to me.

The feedback they’re receiving is typically unclear, confusing, vague and unhelpful. It’s not feedback leaders feel they can do anything about. And, despite asking in various ways for clarification, it continues to be so. Want some examples?

"You could be more strategic.” What does this mean?

"You need to find a way for your views to fit better with the rest of the executive.” Is this code for something? If so, what?

These are just two examples, and that’s more than enough! Feedback like this gets on my goat. Can you tell?

If you are a Chair or MD who already provides excellent observations to your senior people, I offer you my round of thunderous applause.

If you don't – fix it. Now. Run, don’t walk.

If you’re in a leadership role and need to give feedback, equip yourself to do it well. There are many excellent resources abundantly available about how to give great feedback and help people understand what you require of them.

Read the books, study the materials, and get advice. Don't leap in and say whatever you think - because it's not fair.

And it's really not leadership. Not by a long shot.

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P.S. You know that effective leadership isn't achieved in isolation through a single coaching session, or a one day workshop. The days of the ‘seagull trainer’ - fly in, drop something, and fly out - are over. Great leadership requires an investment over the longer term in deep self-awareness and a broad set of skills. If you're an executive interested in exploring how leadership coaching can transform your approach and enhance your team's performance, I invite you to book a 20 minute call with me here or reach out via email - hello@mareemcpherson.com.au. Let's unlock your full potential together.