Feedback | Dave Holvig

May 24, 2024May 24, 2024

Why Speaking Up Is The One Skill That Will Separate You As A Leader

PART 2: Reasons TO Speak Up

Welcome back to part 2 of my first-ever quad blog. Why four? Because in my experience, speaking up is the most underused and overlooked skill every leader must learn. Let’s change that.

But first…

I was saddened to hear how many of you feel unsafe being honest in the aftermath of PART 1. That is beyond tragic. So many organizations are leaving so much on the table thanks to a few insecure leaders who would rather feel in charge than face reality. And yet, I still believe it’s a win to say what needs to be said. Let me explain…

Speaking up will either lead to influence OR information.

How it’s received speaks volumes. For example, “Thanks for sharing, we are better for it” or “Please don’t share cuz’ we don’t care” are both helpful. One encourages you to keep going; the other confirms you should get going—update your resume, get coffee with a connection, finally join LinkedIn. (If you do, I’m @dkholvig. Let’s connect!)

Second, I want to acknowledge that speaking up is a layered skill that requires more than just a willingness. However, this blog series is more about noticing the current vacuum around speaking up and the direct connection to leaders who feel stuck.

This blog will outline 3 reasons TO speak up and what can happen when you DO.

We’ve already discussed the reasons we don’t speak up, the complexity of not speaking up, and the paradoxical reality of raising your voice. If you missed that, click here.

Now, I present the 3 biggest reasons TO speak up…

March 25, 2022March 25, 2022

The Best Question Ever And How To Help Others Grow

Lead or be liked is bogus.

No doubt, one of the most challenging parts of leadership is facing into the conversations no one else will, but someone must. It’s also the most rewarding.

That’s where it’s at.

Growth happens in the last one percent, in the ‘thing behind the thing’ that most are unwilling to point out. And that’s why—leaders say what peers wish someone would say to their co-workers.

Unfortunately, that means not everyone will like you; but they will have to respect you—if you do it well.

I’m human.

I like to be liked, but I’ve learned to love watching others soar more.

So how do we help others grow?

We care enough to share what’s holding them back and walk with them through whatever’s next.

When we do that, they begin to grow. And when your people start growing, they have no interest in going anywhere.

Simple right?

But there’s a catch.

If you don’t genuinely care, you need to focus there first. And possibly buy a nice tent. After that, it might be time for some camping.

That will make sense later. I promise.

February 11, 2022February 11, 2022

How To Build A Fear LESS Feedback Culture Part 2

PART 2 “What You See Is What You Say.”

Feedback is the ongoing conversation of an organization and one of the most OBVIOUS indicators of cultural health. It’s the dialogue of development.

Tragically, we can go for years without paying any attention to how that convo is being handled.

It can become a routine part of the job; even if it’s toxic, it’s just what we do. Or worse, it’s who we think we are.

It’s not.

You might just need a new view, which is what this blog is all about.

If you missed PART 1, you can read it here.

To Review…

Fear less feedback is helpful, not hurtful; it’s timely and ‘for the love,’ fixable. It’s motivated by the desire to help others grow and develop. And most importantly, it’s rooted in relationship.

Give that kind of feedback consistently over time, and people will begin to fear less and hear more.

Simple right?

But what if your culture is past the point of tweaks and needs a full-on pile driver?

This post will help leaders change the type of feedback they are getting by changing the questions they are asking, which becomes the lens for everything.

January 21, 2022January 21, 2022

How To Build A Fear LESS Feedback Culture Part 1

PART 1 “Fear LESS, Hear More.”

If you had something in your teeth, would you want to know about it?

Maybe something (hard to hear) is holding you back from getting to the next level in your career—a specific reason you are not being promoted—would you want to know why?

For most of us, the answer would be—OF COURSE!!!

This is my year to go all in btw. Anyone else rockin’ Invisalign?

But what if the last ten times you had lettuce lodged in your adult braces, it was brought to you in a hurtful, unnecessarily public, or shame-inducing way?

I’m guessing the answer would be more like:

“It depends… Who’s giving me the feedback? Do I know them? Do they care about me? Are they telling me in private or making a scene? Are they judging me for having braces as an adult?

There is no in-between.

In my experience, organizations either give hurtful, overly direct feedback or dance around the issues for days. They give way too much feedback, nitpicking their people to death or none at all.

No feedback is ONLY better than bad feedback, but here’s the problem:

We all need feedback!

A thriving feedback culture is often what separates good from great organizations and is one of the most overt indicators of health.

So how do we create a culture that wants to hear it, doesn’t fear it, and does it in a way that honors the people involved?

It starts with getting 3 things in place.