Feedback - fear it or embrace it?
Scripts to support you in lessening the feeling of being stuck and show up ready to learn and grow as a confident leader
There is an internal feeling, a nudging sensation within us that keeps nagging until we speak up and show up for ourselves. It’s telling you that YOU are ready for growth, to take on more, to learn more - in order to get answers though, you need to ask for feedback.
Here are a few questions to ask yourself that will confirm you are ready to ask for feedback, but may be a little fearful of taking the initiative.
Are you feeling stagnant in your role? You feel like you’re ready to take on new tasks and learn but you’re nervous to ask for it?
What if your leaders give you tasks that don’t interest you?
Is it ok for you to guide them on what you’re excited to learn more about around the business to help you grow as a leader?
If you answered “Yes” to any of these questions - the key to getting you out of this sticky space is to ask for feedback.
There is a general stigma around feedback that it is going to deliver negative news. This is false and there are a lot of us supporting business owners and leaders to move away from this energy around it.
Feedback is a powerful tool and if used appropriately, it is extremely beneficial in these areas and many more:
build communication bridges between the team
define achievable goals
hold everyone accountable
create opportunities for growth for your colleagues
give recognition
Shifting the relationship you have with what feedback provides is helpful in learning how to ask for it with intention. If you are convinced that it is only for “negative” conversations, you will always show up to receive it from that perspective. If you can redefine what feedback means to you and how it makes you feel, then you can empower yourself to ask for it often, with specifics and hold onto what is helpful and then put the rest in a box until you are ready to unpack it (if ever - more on this later).
Asking for feedback with intention calms your nervous system and mind as well. You are more present and listening more actively and objectively to the conversation versus hearing what you think your leader or colleague is sharing with you. You will go into these conversations with an open heart and ears to take notes, listen, ask questions, develop a plan for forward growth and learning. Doesn’t that sound more pleasant than going into a meeting with a fear based mindset and then missing all of the interesting information that is shared with you, INCLUDING the recognition and celebration of what you are doing really well?
To support you in moving through this murky space, here are two scripts you can use to initiate a meeting / conversation with your leaders by requesting intentional and specific feedback.
“Hi _______,
I’ve been feeling a bit stuck lately and know I’m ready to learn more aspects of the business. I’d love to schedule a meeting with you to discuss what additional tasks, responsibilities and areas of focus that I can add to my daily routine. I would like to get feedback from you in these 3 areas: communication with the team, productivity and timeline management on my projects, and one more opportunity for growth that you see for me. I’d also appreciate it if you can give me 3 areas in which I am shining and how it has impacted the team and business in a positive manner.
My schedule is __________, let me know what day / time works best with your availability. I look forward to this feedback conversation and your support with my growth in the business.
Thank you,
(your name)”
“Hi ________,
I’d love to receive feedback from you and the team. I know performance evaluations are coming up soon but I’d rather not wait as I’m eager and ready to give areas of growth more attention. I’m feeling excited to learn and integrate more tools and resources into my leadership style and voice.
Will you share a few days and times that work with your schedule for us to meet in the next two weeks?
And in preparation, I’d love feedback on the following:
3 areas of opportunity that I can invest time that will continue to support my growth as a leader in this organization
3 areas that I have had visible growth and impact on the team and organization
Thank you for making time. I look forward to listening and having a productive conversation with you,
(your name)”
These scripts are a baseline. Edit them, enhance them, or make them more personal using your communication style. These are here to support your confidence in asking for feedback! Asking for feedback in this direct and intentional way also shows your leaders that you are eager, ready and taking the lead. You are showing yourself and them that you are here to grow, learn and teach!