Leaders are often told that feedback is a gift—yet, so many people may struggle to embrace it. The truth is, while feedback can be an incredible tool for growth, the mindset with which it’s received can either propel leaders forward or hold them back.

In our work with 360 feedback, we’ve identified seven distinct mindsets that leaders adopt when they first receive feedback. Some are growth-oriented, while others act as barriers. Today, we'll delve into just one of these common mindsets that might be quietly sabotaging your leadership development.

The Skeptical Leader: How Doubt Stops Progress

It’s easy for leaders to fall into a mindset of skepticism when receiving feedback, especially if they question the intent behind the process. Phrases like “What’s the real agenda here?” or “Is this feedback even accurate?” are tell-tale signs of this mindset.

The result? Leaders who embrace skepticism may not take feedback seriously, questioning its legitimacy and dismissing valuable insights.

How to Recognize if a Leader is Skeptical

Skepticism often flies under the radar, masquerading as rational caution or healthy doubt. But how can you tell if skepticism is getting in the way of a leader’s growth?

Here are some common signs:

Leaders who are skeptical often question the motives behind feedback, assuming that others have ulterior motives. They may dismiss feedback quickly, thinking they know better or assuming feedback from others isn’t valid. They often focus on the flaws of the process rather than the potential insights the feedback could offer.

They feel defensive, often viewing feedback as a critique of their character rather than their behaviors or leadership style.

Why it Matters:

Leaders who remain skeptical may never fully engage with the feedback process. They may miss out on critical opportunities for self-improvement, growth, and organizational success. When skepticism leads leaders to disregard helpful insights, their essentially closing the door on development.

How Skepticism Can Hold Leaders Back

While some level of skepticism can encourage critical thinking, excessive doubt creates barriers to receiving feedback effectively. 

Here’s how it could negatively affect leadership:

Missed Opportunities for Growth: Dismissing feedback without consideration can prevent leaders from recognizing areas for improvement that could elevate their leadership.

Damaged Relationships: Skepticism toward feedback can create a culture of distrust within a team, leading to strained relationships and reduced collaboration.

Stagnation: When skepticism halts a leader’s ability to act on feedback, they risk becoming stagnant, and stuck in the same patterns and behaviors while their peers grow.

How to Break Free From Skepticism

The key to overcoming this mindset is to build trust in the feedback process. 

Here’s what a leader can do:

Build Trust: Get clarity on how the feedback process works, who contributed, and the safeguards in place to ensure it’s fair and unbiased.

Clarify the Intent: Remember, the goal of feedback is not to tear one down but to help one improve and develop as a leader.

However, skepticism is just one of seven common mindsets that can get in the way of leadership growth. While a leader may identify with this one, other mindsets—such as fear, indifference, or even curiosity—can play an equally significant role in how effectively they handle feedback.

Want to learn about the other six mindsets that might be holding leaders back?

If so download our free guide, Recognizing and Addressing 7 Common Mindsets in 360 Feedback Recipients, and get the tools you need to transform your approach to feedback.

In this guide, we explore:

• How fear and apprehension can limit one’s ability to accept feedback

• Why indifference or past negative experiences may be preventing leaders from acting on valuable insights

• How excitement and commitment can propel a leader forward and create lasting growth

Whether a leader is struggling with skepticism or any of the other six mindset blocks, our guide will provide actionable strategies to help unlock their full leadership potential.

Download the guide here and start the journey toward becoming a more receptive and resilient leader.

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