Feedback on leadership and management skills is always valuable.
One of the most powerful ways to assess your performance and development needs is to gain meaningful feedback from those with whom you work. This is particularly true for developing your leadership skills as these are often more complex to observe or measure, so gathering as much data as you can is important. And aligning this to decent leadership standards makes the process especially productive and relevant to medical leadership and management performance areas.
This can be useful when you are applying for a new job or role, planning your appraisal, CPD or considering a career change or transition.
I’ve started to recommend and use the recently launched FMLM 360 tool as this follows the FMLM Leadership Standards that have been specifically designed for medical leaders. These standards roughly fall into the three leadership areas of Self, Team Player/Leader and Organisational Responsibility and System Leadership. Also, the 360 tool allows you to register as – a team member, team leader, operational leader and strategic leader meaning that you can assess your leadership development at any stage in your medical career. Find out more about about FMLM 360 HERE (£72.00 including VAT).
The trick with feedback though is to turn the potential learning into action. I think reflection on the nature of the feedback, understanding the different perceptions, considering the themes that occur are important, but doing something about this is key. I often use the following questions when I receive feedback or when I’m supporting others to action plan on the back of 360 reports:
1. What is valuable to me and how can it make me more effective?
2. What are the benefits to me and those I work with?
3. What can I practically do to enact this learning?
4. Who can I share this with in order to help me or hold me to account?
Of course there may be feedback in the 360 report that you don’t agree with or may feel unfair. You may be right, but it is important to still reflect on the context, why someone may have viewed you or the situation in this way and what you can extract that is still of value to you.
If you would like to talk over your 360 report call me on 0754 0593476 or email me at firstname.lastname@example.org.
We all need people who will give us feedback. That’s how we improve. Bill Gates