Are You Good At Asking For Feedback?

Using the following scale, rate each expectation of credible leaders in two ways:

How well do you think you are doing at meeting the expectation?

What might others think about how well you are meeting the expectation?

SCALE: 1 = significant improvement needed; 2 = slight improvement needed; 3 = skilled/competent; 4 = talented; 5 = outstanding: a role model

Expectation	How Do You Think You Are Doing?	What Might Others Think?
Works to grow personally and professionally.	1 2 3 4 5	1 2 3 4 5
Regularly asks for feedback and suggestions to improve own performance.	1 2 3 4 5	1 2 3 4 5
Accepts constructive feedback from others in a positive manner (i.e., avoids defensiveness).	1 2 3 4 5	1 2 3 4 5
Listens actively and demonstrates an understanding of others’ views and needs.	1 2 3 4 5	1 2 3 4 5
Sends message of “I’m not perfect” versus “I know it all.”	1 2 3 4 5	1 2 3 4 5
Demonstrates accurate assessment of his or her strengths and developmental areas (i.e., has realistic self-awareness).	1 2 3 4 5	1 2 3 4 5
Responds to and incorporates feedback to make changes and adjustments in behaviors when appropriate.	1 2 3 4 5	1 2 3 4 5
My Scores:

Scoring yourself: Add your total for each column. Asingle column score of 31 to 35 suggests that you are doing an exceptional job and meeting others’ expectations of someone who seeks out feedback. A column score of 26 to 30 indicates that you have some areas for improvement; on issues as important as these, I believe leaders should strive to be “ outstanding: a role model.” Below 26 indicates a danger area, and you may be chipping away at your credibility. A discrepancy of more than 8 points between the two column totals indicates a possible gap in perception worth investigating. If your “How do you think you are doing?” score is higher than your “What might others think?” score, your intentions may be better than your actions. If your “What might others think?” score is higher, you may not be giving yourself enough credit for a job well done.