Recently, I had the opportunity to reconnect with a former mentee. Over a virtual lunch we shared updates on our families, talked about our recent travels, our mutual love for all things chocolate, and of course, we talked about work. She shared that she was considering resigning. Hearing that from this capable, insightful professional took me by surprise.
From previous conversations, I knew she loved her role. A role she felt allowed her to align her personal and professional passions. She had participated in a number of high-visibility projects. She had created a support network of peers and leaders. So, why, now, was she considering resignation? The answer: she had been blindsided by her performance review. Her specific words were: “I’d never heard some of that feedback before. I had no clue I was not performing to the expected standard. In all honesty, I didn’t even know what the standard was. I still don’t.” Needless to say, our reconnection lunch evolved into a two-hour coaching session. And we collaborated on a way forward.
This young professional’s dilemma is not unique to her or her organization. In The Waymakers book, I share how surprisingly frequent it is that employees do not receive the specific, actionable feedback they need when they need it. And how, for employees on spectrums of difference like my former mentee—an intelligent, driven woman of color—not getting feedback is more the norm than not and can cause significant professional harm.
No one fulfills their potential without understanding what they’re doing well and what they could be doing better. So why do leaders continue to withhold such critical information? How can we embrace quality feedback instead? How can we leverage it to lead differently in the future so that every one has what’s needed to meet goals, achieve professional aspirations, and drive better business value for organizations? Today, I’m inviting you to do just that.
From today through the remainder of the year, we are offering a 50% discount on The Waymakers Change Experience On Demand — Enable: Quality Feedback course. In this course, we explore common feedback failures and flip them to increase the likelihood that leaders provide all people with the insight they need to succeed at work.
I am thankful I was able to help my former mentee navigate the feedback failures—as there were multiple—that led to her questioning her commitment to the role she loved. Every leader needs to embrace quality feedback for the gift it is to their employees and their organizations.
