Page 2 - The Leadership Line: June 2021

Managment & Ownership

The most productive people and those most likely to succeed are those who are
proactive about finding and solving problems, and comfortable acting with in-
creasing autonomy and decreased oversight.

I have a sense of ownership.

» I continue to learn and seek new knowledge to enhance my skills.
» I strive to maintain personal well-being and strive for work-life balance.

» I contribute to my work group in positive ways through constructive feedback and continuously
support the efforts of others.
» I am receptive to feedback provided by my peers to benefit the firm.

When employees take ownership of their work, they treat the business as if it were their own. They will
make decisions thoughtfully, responsibly, and with more care. They will also be more driven, motivated,
and have more initiative, seeking creative and innovative ways to improve and develop what they are
doing, rather than going through the motions and fulfilling the minimum.

Leadership Spotlight: Feedback Tools & Tips

We often talk about the importance of giving feedback to your team members. We do not talk as much about how to
receive feedback as a supervisor. Just as you purposely give feedback to your team members to help them grow, you should
be able to receive feedback to improve your effectiveness as a leader.

Here are some tips for receiving feedback:

First, ask! Listen.
Be approachable. Let your team members know you are When receiving feedback, our natural tendency is to be
open to feedback. As a supervisor, your team members may working on a response in our brain before the person has
not be sure if you really want to hear feedback. Tell them finished speaking. It is natural to want to defend your
you want to improve and are always open to their thoughts. position. Be quiet and take notes and listen completely. If
Check in with both your team members and your manager you interrupt or argue, most likely, that person will not give
frequently so if you need to adjust, you can do that sooner you feedback again.
rather than later.
Make sure you understand.
Ask your “difficult” people how they think you Summarize and reflect. Ask questions to understand the
are doing. context of the feedback. You do not have to agree but you

It is easy to ask your good buddy at work how he thinks you will not receive the full value of the feedback without
are doing. Most likely, you will receive a positive response. understanding the person’s point of view that shapes their
Asking someone that you do not always see eye-to-eye on opinion.
is harder. But, opening yourself up to feedback can improve
challenging relationships and help you better understand
opposing opinions.