People who are internally driven not only perform well and create successful situations, they also give their coworkers permission to raise the bar on their own performance as well. Leaders can foster a culture like this by creating an open-feedback environment that is built on constructive criticism. Teammates that build each other up and maintain competitive attitudes create a high-retention workplace. By utilizing self-awareness and feedback, you can maintain a competitive, growing environment.
Fostering Self-Aware Leader
Leaders who demonstrate self-awareness are problem solvers. They have an internal checks-and-balances system that drives them to improve. These leaders are ideal for growing companies that are experiencing or expecting growing pains because they can be unleashed into a complacent environment to raise the bar. They understand how to lead by example, which helps them to earn the respect of their team. Once they establish respect, they constructively grow the team by helping with tips and collaboration that motivates others to perfect on the same level.
Owners should expect to give self-aware leaders feedback on both their performance and the ability to help their team. External feedback is great for coachable people because it helps build their confidence in their leadership. This is important because it leads to self-reliant and independent leaders that can both give and take feedback from their team while contributing to the owner’s vision and success.
Creating an Open-Feedback Culture
Developing a team or company with constructive feedback is the best way to manage a growing team in an environment that demands business people to adapt faster than ever before. Feedback is 90% delivery. The way leaders and owners give feedback is key to creating a work culture with strong retention because it lets employees know that the owner and leader care about their growth and future. Investing in the future of your employees is a major component of human capital that will attract more talent.
Leaders can create a feedback culture by initiating feedback from staff and employees because it makes them more approachable. They help employees by giving constructive advice on how they can solve their problems and showing them the solutions by walking them through the steps, but making them perform the steps themselves. It’s important to create meeting atmospheres that are engaging and allow people to express their opinions without negative feedback. If certain employees show resistance and are unwilling to accept feedback, the best option is to remove the negative individual so they don’t impede on other’s performance.