Armed with your clearly defined vision, the plans you drafted last week, and your evaluation of your preparation from yesterday, it’s now time to get some feedback from trust colleagues or confidants. As we all know, others often see us differently than we see ourselves, so it’s always good to get some insight from others.
Today, find two or three people who know you well, and are familiar with your work. It’s critical that you have sound relationships with these folks, because you need them to tell you the truth.
Ask them for their thoughts on what would happen with your team or organization if you were to leave; would the team/organization be able to carry on successfully without you?
Do they understand your vision well enough to continue driving toward it?
Are they committed to your vision such that they would continue to pursue it, even if you weren’t there to lead them?
Have you equipped them well enough to keep moving forward without you?
What are your answers to these questions? How do your answers fit with what you heard from others?
Several thoughts come to mind for me…
First, I’ve often thought it a sign of an effective leader that his/her team or organization is fully able to carry on the business of the organization in the leader’s absence. It says the leader developed a strong team, provided clear guidance and expectations, equipped the team with the resources it needed, and is able to leave them to their work, knowing all will be well.
Second, having this kind of conversation with trusted colleagues will tell you a great deal about how you are perceived and the effectiveness of your leadership — provided you have developed trust-based relationships with them, so they will tell you the truth, even if it is uncomfortable.
Third, if the team/organization would continue to pursue your vision in your absence, it says the vision truly speaks to the others and they haven’t been “following” you simply because you have a title, position, or authority to make them do it.
As I often tell the leaders I coach, the higher you rise in an organization, the less likely you are to get the kind of candid feedback about your performance from those around and below you, and the more you really need it.
Seek it out!
And when you receive it, consider it a gift…just listen. Say “Thank you.” Reflect on what you heard. Follow up.
It will make you a better leader.
