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Feedback is a gift that propels your leadership growth and development when embraced and used to make positive improvements.

In a poll I conducted on LinkedIn among people in leadership roles… 35% stated that receiving feedback was the most challenging area when working towards a promotion.

I wasn’t surprised when I heard this because this is very common among leaders I’ve coached. Here are the 3 main sources you’ll need to tap into to gain beneficial leadership feedback

1. People you leadYou must start with your team, the people you have a direct impact on every day.If you don’t have a clear understanding of how you’re perceived by your team, you’re missing out on the most critical feedback available to you.Ask: “What’s one thing you would like to see improvement on?”Say: “Here’s my thought process..” or “I’m trying to achieve…”

2. Your bossYour leader’s job is to consider your personality and your leadership style, and then provide feedback that helps you live into your leadership identity in a way that benefits the organization.If you’re not currently getting the level of feedback needed from your boss, don’t make the mistake of thinking it’s solely your leader's job to schedule time.Own your development and start the conversation, schedule time, and create an action plan.

3. Upper ManagementThis is probably the source of feedback that leaders often miss out on but can gain a lot of valuable feedback.Going a level above your manager is okay, it shows initiative and curiosity.Think about it...upper management is ultimately driving the organization’s culture, innovation, and strategy…you need to get feedback from this source.