In accordance with the guide The Management Problem, one of many issues leaders can begin doing to develop into higher leaders is to ask individuals to provide them suggestions on how they’re doing. Sadly, the other appears to be taking place — that’s, leaders don’t ask for suggestions.
“Most leaders don’t actually need trustworthy suggestions, don’t ask for it, and don’t get a lot of it until it’s pressured on them” (Kouzes & Posner, 2014).
“Self-reflection, the willingness to hunt suggestions, and the power to interact in new behaviors primarily based on this data are predictive of future success in managerial jobs” (Kouzes & Posner, 2023, p. 71).
On the Management Practices Stock (LPI) — a 30-item instrument that measures the frequency of management behaviors — Kouzes and Posner (co-authors of The Management Problem) discovered that the assertion leaders persistently reported themselves partaking in least usually is “I ask for suggestions on how my actions have an effect on different individuals’s efficiency.” Not surprisingly, followers additionally reported that this was one of many management behaviors their leaders engaged within the least.
In different phrases, the conduct that leaders and their followers take into account being essentially the most uncomfortable with is similar conduct that almost all allows leaders to understand how they’re doing! To be able to be taught, you have to be prepared to search out out extra about how your actions are affecting the conduct and efficiency of these round you.
You’re not going to get higher if you happen to don’t ask for suggestions.
In accordance with Sheila Heen and Douglas Stone, of their HBR article (2014): “What makes receiving suggestions so exhausting? The method strikes on the rigidity between two core human wants—the necessity to be taught and develop, and the must be accepted simply the way in which you’re. Because of this, even a seemingly benign suggestion can depart you feeling offended, anxious, badly handled, or profoundly threatened.”
“One main cause that most individuals, and particularly these in management positions, aren’t proactive in asking for suggestions is their worry of feeling uncovered—uncovered as not being excellent, as not understanding every little thing, as not being pretty much as good at management as they need to be, as not being as much as the duty. There may be merely no approach to get round the truth that you may’t develop as a frontrunner with out getting suggestions” (Kouzes & Posner, 2017, p. 82).
Researchers found that people who search out disconfirming suggestions (suggestions that’s extra unfavourable than their very own self-assessment) carry out higher (e.g., extra more likely to obtain monetary bonuses) than those that solely hearken to individuals who see their constructive qualities (Kouzes & Posner, 2017).
Curiously, the extra ceaselessly leaders ask for suggestions, the more practical they’re seen.
“Simply as the most effective firms are involved in regards to the high quality of their relationships with their clients, the most effective leaders search suggestions—each constructive and unfavourable—about how they’re doing of their relationships with their many constituents. Analysis exhibits that by accumulating suggestions from quite a lot of views, particularly friends and direct studies, people can perceive how they’re seen from all factors of view. They will then use this information to evaluate the extent to which they really exhibit exemplary management behaviors” (Kouzes & Posner, 2020, p. 2).
Written By: Steve Nguyen, Ph.D.
Organizational & Management Growth Chief
Kouzes, J. M., & Posner, B. Z. (2017). The Management Problem (sixth ed.). John Wiley & Sons.
Kouzes, J. M., & Posner, B. Z. (2023). The Management Problem (seventh ed.). John Wiley & Sons.
