It’s a fact – most CEOs and executives avoid criticism. People in corner offices actually think they can do no wrong and sequester themselves from any negative feedback.
Top-tier folks excel at doling out criticism, but baulk when they are at the receiving end. They start bristling at the very idea of someone ‘subordinate in rank’ pointing out their blunders.
In fact, anyone in a lofty position from a team leader to a manager to a coach arrogantly shuns critical comments, more so when they get the ultimate title of CEO or president.
In a recent study, a top HR firm, PsyMax Solutions, surveyed 13,000 employees, including 242 CEOs, to determine which ones were resilient, and good at taking criticism - basically tough-minded. Those deemed so by job type:
• Non-management employees: 83 per cent
• Supervisors, foremen: 79 per cent
• CEOs, chief operating officers: 65 per cent
What’s more, companies leave no stone unturned in implementing 360-degree performance reviews to solicit employee feedback. But the emergent criticism falls on deaf ears as senior leadership is averse to anything less than positive results.
Are the leaders really above reproach, simply by virtue of their position? Isn’t the failure to pay heed to detractors just blinding them to their own faults?
Top-tier folks excel at doling out criticism, but baulk when they are at the receiving end. They start bristling at the very idea of someone ‘subordinate in rank’ pointing out their blunders.
In fact, anyone in a lofty position from a team leader to a manager to a coach arrogantly shuns critical comments, more so when they get the ultimate title of CEO or president.
In a recent study, a top HR firm, PsyMax Solutions, surveyed 13,000 employees, including 242 CEOs, to determine which ones were resilient, and good at taking criticism - basically tough-minded. Those deemed so by job type:
• Non-management employees: 83 per cent
• Supervisors, foremen: 79 per cent
• CEOs, chief operating officers: 65 per cent
What’s more, companies leave no stone unturned in implementing 360-degree performance reviews to solicit employee feedback. But the emergent criticism falls on deaf ears as senior leadership is averse to anything less than positive results.
Are the leaders really above reproach, simply by virtue of their position? Isn’t the failure to pay heed to detractors just blinding them to their own faults?
The ceremonial trappings
An executive consultant points out, “Few bosses - corporate, political and military - take feedback, especially negative, well. But CEOs, more than the leaders of politics or the military, can easily surround themselves with subordinates who only affirm and seldom question.”
The fact of the matter is that minions who excel at flattery and obsequiously overlook a flawed logic or disappointing performance surround most bosses.
Such sycophants unwittingly feed the leaders’ ego-assuaging narcissism that they can never commit mistakes. As such, they cannot take the heat of even the most constructive criticism and instead, lash out with a defensive, “I don’t have to hear this”, and “What does he know about this?” Or even worse, “How dare he speak to me like that?”
The fear of disciplinary action further silences employees and nobody ever ‘tells the emperor that he has no clothes’!
And, then comes the fall… after all, operating from behind ego filters and blind arrogance is a sure shot recipe for career disaster. The former CEO of a famous printer manufacturer is an excellent case in point.
An executive consultant points out, “Few bosses - corporate, political and military - take feedback, especially negative, well. But CEOs, more than the leaders of politics or the military, can easily surround themselves with subordinates who only affirm and seldom question.”
The fact of the matter is that minions who excel at flattery and obsequiously overlook a flawed logic or disappointing performance surround most bosses.
Such sycophants unwittingly feed the leaders’ ego-assuaging narcissism that they can never commit mistakes. As such, they cannot take the heat of even the most constructive criticism and instead, lash out with a defensive, “I don’t have to hear this”, and “What does he know about this?” Or even worse, “How dare he speak to me like that?”
The fear of disciplinary action further silences employees and nobody ever ‘tells the emperor that he has no clothes’!
And, then comes the fall… after all, operating from behind ego filters and blind arrogance is a sure shot recipe for career disaster. The former CEO of a famous printer manufacturer is an excellent case in point.
Rolling with the punches
Well, accepting criticism is an essential leadership trait and necessary for successful running of the business. Also, learning to take negative feedback on the chin leads to career improvement and growth. As management writer Jim Hopkins observes, “The criticism you aren’t hearing could be the feedback you need to make your company prosperous!” The common feature of all successful executives is an overriding ability to take criticism objectively.
It pays to remember that not only are leaders accountable to their workforce, but also need constant inputs from their team.
Employees have the right to critique everything from the way a boss delegates work, manages projects or addresses employees to even his impatience or bad humour. Failures pertaining to product launch or disappointing business results are also bound to come under the scanner.
People in high places should remember that nobody’s perfect and it is quite human to make mistakes.
Well, accepting criticism is an essential leadership trait and necessary for successful running of the business. Also, learning to take negative feedback on the chin leads to career improvement and growth. As management writer Jim Hopkins observes, “The criticism you aren’t hearing could be the feedback you need to make your company prosperous!” The common feature of all successful executives is an overriding ability to take criticism objectively.
It pays to remember that not only are leaders accountable to their workforce, but also need constant inputs from their team.
Employees have the right to critique everything from the way a boss delegates work, manages projects or addresses employees to even his impatience or bad humour. Failures pertaining to product launch or disappointing business results are also bound to come under the scanner.
People in high places should remember that nobody’s perfect and it is quite human to make mistakes.
Take it in stride
So, the next time you receive criticism from a junior, resist the urge to deny it outright or discredit him. Even if the comments are unwarranted, do not stoop to retaliate.
Listen carefully, fathom where you are going wrong, learn from the mistakes and then change your actions/behaviour accordingly.
Soliciting alternatives and implementing suggestions will garner remarkable respect and improve morale. Moreover, try to go a step ahead and cultivate a culture of open feedback, where employees feel empowered to fearlessly criticise their superiors.
To sum up, top writer, Del Jones hits the nail bang on the head with, “Ultimately, there is no escape from criticism. Even CEOs who shun it know that, odds are, they will one day be victims of the ultimate criticism.”
So, the next time you receive criticism from a junior, resist the urge to deny it outright or discredit him. Even if the comments are unwarranted, do not stoop to retaliate.
Listen carefully, fathom where you are going wrong, learn from the mistakes and then change your actions/behaviour accordingly.
Soliciting alternatives and implementing suggestions will garner remarkable respect and improve morale. Moreover, try to go a step ahead and cultivate a culture of open feedback, where employees feel empowered to fearlessly criticise their superiors.
To sum up, top writer, Del Jones hits the nail bang on the head with, “Ultimately, there is no escape from criticism. Even CEOs who shun it know that, odds are, they will one day be victims of the ultimate criticism.”
PAYAL CHANANIA
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