So here’s the conundrum: Each of us requires critical feedback to get better at anything, but most criticism feels like condemnation, judgment, disapproval and disparagement. In short, it’s painful and destabilizing. So what is a leader or a manager to do?
Just as we underestimate how much these sources of fuel influence our performance, so do the organizations for which we work. Few companies or leaders I’ve encountered systematically focus on, and invest in, how their employees feel, even though doing so would serve their bottom line.
When leaders openly accept the whole of who they are – for better and for worse – they no longer have to defend their value so vigilantly. I make missteps and mistakes as a leader, and they’re often a reflection of the same overused strengths and blind spots I’ve been struggling with my whole life.
The problem is that buying people’s time is no guarantee you’ll get their best efforts. No amount of money will ever be sufficient to meet all employees’ needs at work.
“What Is Your Quality of Life at Work?” — seeks to understand how you’re feeling about work, what seems to influence you most, and what role your employer plays in your overall experience.