Every leader knows how important it is to seek feedback regularly from employees about underlying issues or problems. Without feedback, you won’t be able to clear obstacles that allow your teams to succeed. However, not every leader knows that you need a reality translator during feedback sessions. While every organization has certain individuals willing to be candid, it is not the norm. The norm is to make you, the leader, feel good.
I’ll never forget after we moved to our new office in San Francisco - we were having issues with the temperature in one section on the third floor. Since I was on the second floor, I wasn’t experiencing the temperature fluctuations. I started seeking general feedback on the new office from employees. Those people affected by the temperature on the third floor told me that there was a slight issue with the heat but everything was fine. The next day, I was walking the third floor and noticed everyone wearing winter jackets in that section. It was absolutely freezing!
Everyone was being polite and telling me what I wanted to hear instead of telling me the reality of their situation.
When gathering feedback as a leader, recognize that you need to use an internal translator to understand that “slight issue with the heat” actually means “it’s freezing”. I call it the reality translator for leaders. If someone tells you that there are some communication issues with another department, probe deeply. Your reality translator should be telling you that the two departments are probably barely speaking with each other. It’s an indicator light on the dashboard to ask deeper questions. Use your reality translator whenever you seek feedback from employees and you will uncover a new world of insight.