Candor, when it comes to providing feedback, is the only way to go. It lets people know where they stand (or where you stand) at any given time. Tact is a refined way of relaying this candor, however that is not the focus of this article.
As a Leader, if you don’t have the ability to provide candid feedback or have the intestinal fortitude to do so, you might as well remove yourself from your position of influence. A requirement for true Leadership is having a backbone and the ability to make the tough calls when the time comes and being able to communicate it (removing someone from a position or providing feedback of sub-par performance).
Lack of candor causes confusion (people not on the same page) and widens the gap between perceived performance and actual performance (promotions). I’ve seen this a number of times where Leaders where given good reviews and “passed along”, only to eventually face a Leader that helps define accurate reality. Essentially, Leadership set them up for failure, not success. These Leaders were not provided candid feedback and given a roadmap of what success looks, with an action plan on how to achieve it.
The status quo, within an organization, also has the ability to squash candor and is usually an undertow current (the unspoken code), which frowns upon Leaders expressing candor. Yes, “when in Rome, do as they do”, but to a point. My point is that as Leaders at any level or in any capacity, must encourage healthy, candid feedback AND not become defensive or offended when someone offers a differing point of view that is intended to help the organization move forward.
The above video is a funny way to look at candor and one must keep in mind that like recognition (awards), it must also be SPECIFIC.
© 2010 Ben Larson (aka TheLeaderWay). All Rights Reserved.
