Dear Professor
How can I encourage my team to give me more feedback?
Blind Spots: Revealed
After attending one of my class lectures on the importance of "opening up blind spots," one of my executive MBA students asked me how he could encourage his team to give him more feedback about his leadership and communication style.
He told me that he frequently reassures his team that he welcomes feedback, but he rarely gets anything beyond surface-level comments. He suspects that people are hesitant to share their real thoughts—perhaps out of fear of repercussions or just not wanting to rock the boat.
He wants to improve, but he feels like he’s flying blind. His question was simple but critical: How can he create an environment where his team feels comfortable providing candid and useful feedback?
Here’s what I told him…
A "blind spot" is when a person is unaware of how they are viewed and regarded by others. This lack of awareness can be a career-killer. The reason blind spots are hard to see is simple: most people don’t have a strong incentive to find out what’s wrong with them and what needs fixing. It’s similar to how we avoid dealing with a roof problem or mold in the basement—because addressing it takes work, energy, and time.
Compounding the problem, the people we work with also have little incentive to communicate such information to us. Providing candid feedback can be risky—it could backfire, create tension, or damage relationships. So, how can leaders and managers proactively open up their blind spots? Here are four research-backed strategies:
1. Stop Announcing That You "Welcome Feedback"
Instead of making a generic declaration that you are "open to feedback," empower your team to provide it. Meet with team members one-on-one and explain that you are on a self-improvement mission. Ask for their advice on specific areas, such as "How can I best improve my communication, leadership, or team meetings?" This approach lowers the perceived risk for employees and makes it easier for them to share honest insights.
2. Don’t Wait 365 Days for a Performance Review
Annual performance reviews or formal 360-degree feedback cycles are too infrequent to drive real improvement. Instead, create a month-by-month personal development plan and share it with others. Let them know, "Here’s what I’m committing to improving this month..." and invite suggestions on how to deepen your skillset. This ongoing approach normalizes feedback and makes it an integral part of your leadership journey.
3. Jump-Start the Conversation
If you sense that people are still reluctant to give you feedback, take the first step by sharing your own thoughts on areas for improvement. Instead of asking, "Do you agree?"—which can shut down honest dialogue—ask, "What suggestions do you have for how I might improve this particular area?" This shifts the conversation from evaluation to constructive problem-solving.
4. Say "Thank You" and Follow Up
Feedback, no matter how critical, is a gift. If someone takes the risk to provide it, acknowledge their input with a sincere "thank you." More importantly, follow up. Let them know how you’ve acted on their insights and what changes you’ve made. This reinforces trust and makes it more likely they will continue to provide valuable feedback in the future.
Opening up blind spots isn’t easy, but the alternative—leading in the dark—is far riskier. By actively seeking and responding to feedback, leaders can build stronger teams, enhance their effectiveness, and accelerate their professional growth.