I recently asked a group of top-level managers, "What is the difference between professionals who control their success path and those who are equally gifted but struggle?"

We agreed that people with a consistent track record are self-aware. In other words, they look for ways not to derail. When they make errors, they have established processes, procedures, or rituals to learn about them. They are open to admitting their mistakes and eager to correct them. Of course, it takes humility, courage, and an ability not to turn this intro into a melodrama. Find ways to receive positive and negative feedback, and you still stand ahead of the crowd of other talented managers.

Let's raise the bar by creating a feedback culture around you. This will optimize your ability to validate where you add high value and to identify the areas where you need support, help, or even supervision. 
 
You may ask, "How do I boost my impact and create a feedback culture simultaneously?"

Well, the answer is below, and I mean it. The three mini-courses below tell you all you need about feedback and how to promote it at work. You can also email me, and I will send you my article on feedback, which specifically shows you how to structure your feedback message and provides a few noteworthy examples.

Please share this blog post with your staff, peers, and management. Could you take a look at this together and discuss it?  It will only happen if your approach is committed. You will need to practice like a martial artist.

For even more support, you can contact me, and we will set up a strategy session to help you structure your leadership ecosystem.

Enjoy!