Identifying Your Blind Spots! 1 Action Step This Week
Most people recognize that feedback is essential to development, yet we tend not to welcome it. Perhaps we’d rather avoid what we may hear. Receiving feedback tends to make us feel vulnerable. We are afraid that our faults – and we all have them – will be exposed. The irony is that most people who spend time with us already know our weaknesses. We are the ones who are often oblivious to them. That is why our faults are often called our “blind spots.”
Fear can be a great motivator if we use it to propel us forward rather than allow it to hold us back. The prospect of not knowing our blind spots should be far more frightening than hearing an uncomfortable truth.
This week:
Prior to a meeting, virtual or face-to-face conversation, ask someone you can trust to give you feedback. Be specific about what you want them to watch for or listen to.
Immediately after your meeting or conversation, ask your go-to person for feedback If the feedback you receive is “Good” or “Nice Job,” ask “What did I say or do that was good? What part of my message was valuable?” If your listener looks at you like you have two heads, you’ve got work to do.
After you receive feedback, decide what recommendations you’ll commit to by identifying action steps on how you’ll make these changes.
Make asking for feedback your daily habit.
Wouldn’t you rather know (than not know) what specifically you can do to improve? Constructive feedback is the catalyst for growth. It identifies your strengths and brings to light areas that need improvement. Welcome feedback as the gift that it is.
