Getting feedback is a good thing. Almost everyone will tell you that.
You already know this. I hope you know this, but bear with me for a second here anyway.
The best leaders are the ones who are open to feedback. They’re curious, even coachable. And it’s not beneficial to anybody to operate in a bubble.
Trust me on this, because I did exactly that for most of my life. I’d brainstorm on my own. I’d try to solve problems on my own. It’s not the easiest way of doing things, and I learned that the hard way.
Because the better way - and the way that’s always better - is to ask for input. Stay humble and let other people’s perspectives help shape your own thinking.
Feedback from the right person at the right time can change everything. I’ve had single honest conversations shift the entire direction of my companies. Heck, I’ve had conversations that changed the direction of my life. A well-timed, honest observation delivered in a way that people can hear can save someone from really bad decisions.
So yes. Get feedback. Value it.
But there’s another part of this that’s really important. The part I said I was going to come to.
The Two Kinds Of Feedback People
There are two kinds of people when it comes to getting feedback:
The ones who ask nobody. And the ones who ask everyone.
Do you know which one you are?
Because both types have a problem.
One group is scared of being wrong. The other is scared of being right.
And there’s a part of this that nobody’s telling you about either of them.
It’s this…
