Here's how you can gather feedback from peers and superiors during a leadership role transition.

Talk to your co-workers and bosses, and ask them what they think about how you're handling the new leadership gig. Be cool with whatever they say, and use it to get even better.

Para manter um diálogo aberto durante uma transição de função de liderança, é fundamental estabelecer uma comunicação franca e transparente com colegas e superiores. Isso pode incluir agendar reuniões individuais regulares para discutir expectativas, desafios e oportunidades de melhoria. É importante ouvir atentamente e estar aberto a diferentes perspectivas, buscando entender como suas ações impactam a equipe e a organização como um todo. Além disso, estar pronto para agir com base no feedback recebido demonstra comprometimento com o crescimento pessoal e profissional, fortalecendo assim o relacionamento com todos os envolvidos.

Feedback is a gift. Treat it as such. 1️⃣ Be approachable - schedule regular check-ins 2️⃣ Listen actively - focus on understanding, not defending 3️⃣ Ask specific questions - "What should I start/stop/continue doing?" 4️⃣ Show genuine appreciation - thank people for their candor By fostering a culture of open communication, you'll gain invaluable insights and build stronger relationships with your team and peers. Your growth as a leader starts with listening.

Identify a group of people whose opinion you respect and explain that you're seeking feedback to help guide your growth as a leader. If you're genuine about it, many people will be happy to help you by proving feedback, at least once. And if you're open and receptive to the feedback when it's given, they'll likely be willing to do it again.

Conduct 1:1 transparent conversations. Allow people to vent their grievances or concerns to understand how team members feel affected. Be open to hearing feedback and validate what you can by demonstrating action

It's helpful to give the individuals providing feedback some guidance on what aspect of your leadership capability you're focused on - 'leadership' is such a huge umbrella term. That way, they know what to look out for and pay attention to when they're interacting with you. And when you receive the feedback, be sure to listen without explaining or justifying your actions. And then say thank you.

Durante uma transição de função de liderança, usar perguntas diretas pode facilitar a obtenção de feedback claro e específico. Algumas perguntas eficazes incluem: 1. "Como você avalia minha performance até agora nesta nova posição?" 2. "Quais são os principais desafios que você percebe que estou enfrentando e como posso superá-los?" 3. "Quais habilidades ou competências você acredita que eu devo desenvolver para ter sucesso nesta função?" 4. "Existe algo que eu deveria parar de fazer, continuar fazendo ou começar a fazer para melhorar nosso trabalho em equipe?" Essas perguntas diretas encorajam respostas claras e fornecem orientação valiosa para ajustar sua abordagem e maximizar sua eficácia como líder.

If your organisation uses formal 360 feedback tools it can potentially be a useful source of information - if they're done well. Look for the areas where there's a notable difference between the scores you've given to yourself, and those given by others. These areas are your blindspots - where you're either over estimating or under estimating your capability - and are a useful place to start.

As one transitions into a leadership role, the cultivation of feedback becomes an invaluable tool. It’s not just about collecting comments; it’s about engaging in a process of continuous improvement. Leveraging tools that allow you manage feedbacks most effectively is a good practice.

Great leaders are made through continuous reflection and improvement. Your leadership journey is a marathon, not a sprint. Gather insights from peers and superiors regularly. ↪ Create a feedback loop that fuels your growth. Carve out time weekly to reflect on the feedback received. ↪ What patterns emerge? How does it align with your self-perception? Use positive feedback to reinforce your strengths. ↪ Let constructive criticism illuminate your blind spots. Transform insights into action. ↪ Develop a personal growth plan based on the feedback.

When you've received feedback from multiple difference sources, take some time to reflect upon it. Resist the temptation to get hung up on a single source of feedback, or the wording or phrase someone used. Zoom out and identify the key themes and messages that are coming through - what are the patterns in what people are telling you?

THIS is the big one. You convince peers, supervisors, colleagues, and subordinates for feedback. And despite you being in a leadership role, they gave you candid feedback. You now MUST act on that feedback, or at least communicate why you act. Because if you don’t act on that feedback in some type of meaningful way, then you Won’t get that feedback again. And THAT can be crushing for YOU as a leader. One of the most important things a leader needs is candid feedback. It helps us manage our blind spots, and makes us more effective. It can be hard to hear, but we need it to be our best leadership selves. The moment that feedback stops is the moment our effectiveness drops. So, take that feedback, and act on it. It’s worth it.

In order to be intentional about how you act upon the feedback you've received, you need a game plan. If you've received lots of different pieces of feedback you can't action them all at once, so you need to choose 1-2 behaviours to focus on at any one time. Anything more than that, and you'll end up not making progress on any of them. Once you've strengthened in 1-2 areas, you can move onto the next areas - be systematic about it, and don't try to work on 5 things at once!

Feedback is a gift. Show your appreciation by putting it into action and closing the loop. Your peers and superiors will be more invested in your success, and you'll navigate your transition with greater confidence and support. Don't just collect feedback - act on it, then circle back. Here's how: 1️⃣ Implement changes based on key insights 2️⃣ Schedule follow-up discussions with feedback providers 3️⃣ Share specific actions you've taken and their impact 4️⃣ Ask for input on the effectiveness of your changes 5️⃣ Demonstrate your commitment to continuous improvement Following up shows you value input and take it seriously. It builds trust, strengthens relationships, and accelerates your growth as a leader.

Compiling a list of feedback from multiple interactions and informal settings from colleagues and superiors over time, can provide an aspiring leader with a wealth of honest insights. This method allows for a comprehensive view of one’s leadership style. The candid snapshots from these ongoing dialogues will be the most authentic feedback as you grow.