Written by Garret Woynarski on January 27, 2015
It’s only a weakness if we choose to see it as a weakness. How is it possible to progress in life if we don’t know our weaknesses?
Focusing on strengths is crucial. Our strengths have got us to this point. Is this as high as we can go?
Often, being open and aware to developmental areas will enhance our strengths and future progress. You say you’re open to feedback, but are you really?
Insecurity and low self-confidence are prevalent in today’s society and workforce. People call another meeting and brainstorm more ideas, but nobody wants to commit and implement. Fear of failure and ownership is rampant and it really restricts growth. If I keep my goals and directives quite vague, then I guess there is relatively no chance of me failing.
An insecure employee can take constructive feedback negatively and ultimately lead them to have a bad taste in their mouth for months. An unconfident manager may be apprehensive about actually informing an employee of a weakness for fear of confrontation and the manager can be left with a similar palate. And the cycle continues for this team, business or corporation.
Coaching through these types of situations is proven to be effective and the best option for development and progress through difficult conversations. Each person involved in a situation needs to be aware of what they are bringing to that position. Evolving your confidence and capacity for initiating and receiving feedback will carry you far in your career.
Feedback is actually a gift, if you shift your mindset around it. As with any gift, the manner in which it is delivered goes a long way.