"If we would ourselves as others see us, it would from many a blunder free us", became a familiar signature phrase for one radio show announcer in New York, as he ended his segment on Saturday evenings. How true it is.
Recently I recommended a 360 feedback for someone. This is aggregated feedback from persons who work (have worked) with you at different levels, and should include peers, superiors, and subordinates. Its purpose is to provide a comprehensive (360-degree view) of the way one is perceived. Its premise is that we all have blindspots.
Imagine showing up at work each day and completing the work you are assigned. You get it done on time, even ahead of time. You offer to be a resource for others should they need help. You get along with even the most notorious curmudgeon in the team. How you do it? No one knows... but you do it. You get invited to all the after-work events because people genuinely enjoy your company. Yet, you never seem to snag the carrot. You get paltry increases, overlooked for promotions, and can never seem to land the sexy projects. Now that you think about it, is there maybe a little (almost indecipherable) tension between you and your manager? Something is wrong but you just can't seem to put a finger on it.
During the course of obtaining the feedback, I was startled by two things:
1) People will not always volunteer feedback, even if it is constructive. You have got to ask for it!
2) The way others see you is the truth they believe about you ... but you won't know unless you ask!
Here's one for your toolkit: Initiate your own 360. Ask for feedback so you can begin to know how others see you. That way you will avoid the blind side.
No comments:
Post a Comment