{"id":4416,"date":"2025-01-16T22:50:55","date_gmt":"2025-01-16T14:50:55","guid":{"rendered":"https:\/\/itdworld.com\/blog\/?p=4416"},"modified":"2026-03-04T01:12:52","modified_gmt":"2026-03-03T17:12:52","slug":"leadership-feedback","status":"publish","type":"post","link":"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/","title":{"rendered":"Leadership Feedback: The Key to Changing for the Better"},"content":{"rendered":"<div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/itdworld.com\/blog\/\">Home<\/a><\/span> \u00bb <span><a href=\"https:\/\/itdworld.com\/blog\/.\/leadership\/\">Leadership Blog<\/a><\/span> \u00bb <span class=\"breadcrumb_last\" aria-current=\"page\"><strong>Leadership Feedback: The Key to Changing for the Better<\/strong><\/span><\/span><\/div>\r\n\r\n\r\n<div class=\"wp-block-spacer\" style=\"height: 30px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n\r\n\r\n\r\n<blockquote>\r\n<p>Discover the potence of leadership feedback in fueling personal professional growth, plus strategies for leaders to embrace input.<\/p>\r\n<\/blockquote>\r\n<p>Feedback is an indispensable tool for one in the pursuit of success. While it is commonly given to employees by their superiors, the significance of leadership feedback cannot be underestimated. For those in management roles to truly unlock <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-potential\/\">their full potential<\/a> and that of the team, they too must learn to receive and embrace others\u2019 assessment of their own doings.<\/p>\r\n<table style=\"width: 100%; border-collapse: collapse;\">\r\n<tbody>\r\n<tr>\r\n<td style=\"width: 5%; vertical-align: top;\"><a href=\"https:\/\/itdworld.com\/blog\/author\/dangkhoa\/\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone\" style=\"width: 90px; height: auto; display: block;\" src=\"https:\/\/secure.gravatar.com\/avatar\/46ab710fecd98d4072c8e309e79e6b29c3336c5f7b456b864a162ff6eed961f0?s=180&amp;d=mm&amp;r=g\" alt=\"Jonathan M. Pham\" width=\"180\" height=\"180\" \/><\/a><\/td>\r\n<td style=\"width: 95%; padding-left: 10px; vertical-align: top;\">\r\n<p>Author: <strong><a style=\"color: #777777;\" href=\"https:\/\/itdworld.com\/blog\/author\/dangkhoa\/\">Jonathan M. Pham<\/a><\/strong><\/p>\r\n<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n<p><strong>Highlights<\/strong><\/p>\r\n<ul>\r\n<li>Leadership feedback is input from various sources regarding a leader&#8217;s performance and behavior. It is\u00a0crucial for enhancing team performance, developing leadership skills, and improving communication within an organization.<\/li>\r\n<li>Leadership feedback comes in three forms: solicited (actively requested), unsolicited (unexpected), and observational (derived from others&#8217; reactions).<\/li>\r\n<li>Giving feedback to leaders is challenging due to their reluctance to hear negative advice (often stemming from overconfidence) and the power dynamics that can discourage employees from providing honest criticism. It is recommended that feedback givers commit to letting go of the past, telling the truth, being supportive and helpful, and picking something to improve themselves.<\/li>\r\n<li>As a leader, one is encouraged to actively solicit criticism, embrace discomfort and negative emotions, use a consistent question, listen to understand, and make feedback a regular team practice.<\/li>\r\n<\/ul>\r\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_74 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#What_is_Leadership_Feedback\" >What is Leadership Feedback?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Why_Does_Leadership_Feedback_Matter\" >Why Does Leadership Feedback Matter?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#3_Types_of_Leadership_Feedback\" >3 Types of Leadership Feedback<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Solicited_feedback\" >Solicited feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Unsolicited_feedback\" >Unsolicited feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Observational_feedback\" >Observational feedback<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Challenges_of_Giving_Leadership_Feedback\" >Challenges of Giving Leadership Feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#How_to_Give_Constructive_Feedback_to_Leaders_The_4_Commitments\" >How to Give Constructive Feedback to Leaders: The 4 Commitments<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Letting_go_of_the_past\" >Letting go of the past<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Telling_the_truth\" >Telling the truth<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Being_supportive_and_helpful\" >Being supportive and helpful<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Picking_something_to_improve_themselves\" >Picking something to improve themselves<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Leadership_Feedback_Examples\" >Leadership Feedback Examples<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#How_to_Ask_for_Leadership_Feedback\" >How to Ask for Leadership Feedback<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Ask_for_criticism_especially_as_a_boss\" >Ask for criticism, especially as a boss<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Embrace_so-called_%E2%80%9Cnegative%E2%80%9D_emotions\" >Embrace so-called \u201cnegative\u201d emotions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Have_a_go-to_question\" >Have a go-to question<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Embrace_the_other_partys_discomfort\" >Embrace the other party\u2019s discomfort<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Listen_to_understand_not_to_respond\" >Listen to understand, not to respond<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Make_giving_feedback_a_team_habit\" >Make giving feedback a team habit<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#360_Degree_Leadership_Feedback_Questions\" >360 Degree Leadership Feedback Questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Tools_for_Effective_Leadership_Feedback\" >Tools for Effective Leadership Feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#Final_Thoughts\" >Final Thoughts<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_is_Leadership_Feedback\"><\/span><strong>What is Leadership Feedback?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Leadership feedback refers to input concerning a leader\u2019s performance or behavior. It involves team members offering insights and observations about their manager\u2019s strengths, weaknesses, or decision-making abilities \u2013 based on which the superior may gain a comprehensive understanding of areas where they need to improve to <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leading-with-impact\/\">make a more significant impact<\/a>.<\/p>\r\n<p>Feedback for leaders may be gathered through various methods, such as <a href=\"https:\/\/itdworld.com\/blog\/human-resources\/360-degree-feedback\/\">360-degree assessments<\/a>, performance evaluations, and informal discussions with one\u2019s boss, peers, subordinates, <a href=\"https:\/\/itdworld.com\/blog\/coaching\/mentoring\/\">mentors<\/a>, <a href=\"https:\/\/itdworld.com\/blog\/coaching\/what-is-coaching\/\">coaches<\/a>, or customers. By setting measurable goals with others based on the input received, one is better equipped to work towards continuous improvement.<\/p>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4685 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-1.jpg\" alt=\"Feedback for leaders\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-1.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-1-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Why_Does_Leadership_Feedback_Matter\"><\/span><strong>Why Does Leadership Feedback Matter?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<ul>\r\n<li><strong>Enhance the team\u2019s performance<\/strong><\/li>\r\n<\/ul>\r\n<p>We are all familiar with the traditional top-down feedback model, but what about the other way? Bottom-up feedback allows managers to gather valuable insights directly from their employees \u2013 including other members\u2019 needs and areas that require improvement, which can later be incorporated into the decision-making process. This, in turn, helps improve the team\u2019s overall performance and foster morale.<\/p>\r\n<ul>\r\n<li><strong>Develop leadership skills<\/strong><\/li>\r\n<\/ul>\r\n<p>Exceptional leaders understand the significance of receiving both positive and negative input from their subordinates. With honest criticisms comes the opportunity for one to promote personal growth and fine-tune their management skills.<\/p>\r\n<p>Receptiveness to input from others not only helps <a href=\"https:\/\/itdworld.com\/blog\/leadership\/what-is-leadership\/\">leaders<\/a> improve their own performance \u2013 but also enables them to support their employees.<\/p>\r\n<ul>\r\n<li><strong>Enhance communication<\/strong><\/li>\r\n<\/ul>\r\n<p>The establishment of a channel for people to provide opinion fosters transparent communication within the organization. When employees feel heard and valued, they are more likely to communicate openly, collaborate and contribute constructively to the team\u2019s goals. This positive dynamic serves as a catalyst for decision-making and resolving day-to-day conflicts more efficiently.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-skills-for-the-future\/\">9 Key Leadership Skills for the Future of Work<\/a><\/p>\r\n<\/blockquote>\r\n<h2><span class=\"ez-toc-section\" id=\"3_Types_of_Leadership_Feedback\"><\/span><strong>3 Types of Leadership Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<ol start=\"1\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Solicited_feedback\"><\/span>Solicited feedback<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>This involves people actively asking for opinions and insights from others about their behavior or performance. <a href=\"https:\/\/itdworld.com\/blog\/leadership\/soliciting-feedback\/\">Solicited feedback<\/a> is extremely valuable when done right, as it opens the door for honest and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/constructive-feedback\/\">constructive input<\/a>.<\/p>\r\n<ol start=\"2\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Unsolicited_feedback\"><\/span>Unsolicited feedback<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Unsolicited feedback occurs when someone unexpectedly points out areas of improvement or faults in our behavior. It is a \u201cblindside event\u201d that reveals aspects of ourselves that we might not be aware of \u2013 or might not want to accept (also referred to as \u201cblind spots\u201d \u2013 traits that others see in us, but we are oblivious to \u2013 in the Johari Window model).<\/p>\r\n<p>Despite it being much more difficult to embrace, unsolicited feedback is crucial to pave the way for dramatic changes.<\/p>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full aligncenter\" src=\"https:\/\/vncmd.com\/wp-content\/uploads\/2023\/08\/Feedback-blind-spot.jpg\" alt=\"Feedback blind spot\" width=\"750\" height=\"500\" \/><\/p>\r\n<ol start=\"3\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Observational_feedback\"><\/span>Observational feedback<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Observational feedback is unofficial and unspoken \u2013 often, we can only derive it from the actions and behaviors that other people have towards us. Specifically, one must observe how others react to their behavior, body language, or communication style. While it might be more abstruse and vague, it enables us to come up with valuable insights that, if acted upon, can facilitate meaningful changes.<\/p>\r\n<p>For example, a leader with an energetic personality may appear as aggressive in team debates. If he notices that other team members tend to stand far away from him or avoid engaging into arguments with him altogether, essentially he is receiving a subtle signal that his communication style needs improvement.<\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Challenges_of_Giving_Leadership_Feedback\"><\/span><strong>Challenges of Giving Leadership Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<ul>\r\n<li><strong>Reluctance to hear negative feedback<\/strong><\/li>\r\n<\/ul>\r\n<p>The problem of leadership feedback \u2013 as highlighted by renowned <a href=\"https:\/\/itdworld.com\/blog\/coaching\/executive-coaching\/\">executive coach<\/a> <a href=\"https:\/\/itdworld.com\/dr-marshall-goldsmith\/\">Marshall Goldsmith<\/a> in his book \u201cWhat got you here won\u2019t get you there\u201d \u2013 stems from how difficult it is for successful individuals to receive negative criticisms. This tendency is deeply rooted in their sense of confidence and self-assurance. Having achieved a high level of success, they may be tempted to believe that they are superior performers compared to their peers, leading to an inflated perception of their abilities. Their overconfidence creates a psychological barrier, causing them to be resistant to any form of negative input \u2013 and hindering their potential to reach greater heights.<\/p>\r\n<p>Overcoming this problem requires the willingness to embrace <a href=\"https:\/\/itdworld.com\/blog\/leadership\/humble-leadership\/\">humility<\/a> and a growth mindset. As leaders, one must learn to recognize that constructive feedback is an essential aspect of personal and professional development. After all, nobody is perfect \u2013 even for highly successful individuals like you, there is always room for further improvement.<\/p>\r\n<ul>\r\n<li><strong>Power dynamics<\/strong><\/li>\r\n<\/ul>\r\n<p>Leaders often hold influential positions with considerable authority, and their decisions can significantly impact the careers and livelihoods of their subordinates. As a result, employees may fear that delivering critical comments could jeopardize their working relationships or lead to potential retaliation.<\/p>\r\n<p>To resolve this issue, leaders must learn to foster open communication and actively demonstrate that any negative feedback will be received constructively \u2013 so that employees are better encouraged to voice their opinions and concerns without fear of retribution.<\/p>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4686 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-2.jpg\" alt=\"leadership feedback\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-2.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-2-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"How_to_Give_Constructive_Feedback_to_Leaders_The_4_Commitments\"><\/span><strong>How to Give Constructive Feedback to Leaders: The 4 Commitments<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>According to Marshall Goldsmith, to ensure that their input is well-received by the leader and generate positive outcomes, feedback givers should make sure to keep the following 4 commitments in mind:<\/p>\r\n<ol start=\"1\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Letting_go_of_the_past\"><\/span>Letting go of the past<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Instead of being mere critics, one should learn to adopt the role of helpers \u2013 and take on a future-focused approach that emphasizes the importance of looking ahead rather than dwelling on the past. By letting go of previous grievances or biases, we may approach the conversation with a genuine intention to support the recipient\u2019s growth. This mindset transformation sets the stage for a more constructive and impactful exchange.<\/p>\r\n<p>When both parties recognize that the purpose of the session is to pave the way for a better future, they are better equipped to collaborate effectively towards improvement. On the leader\u2019s side, they should be motivated to strive for better outcomes and move beyond the limitations of their <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-mistakes\/\">past mistakes<\/a>.<\/p>\r\n<ol start=\"2\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Telling_the_truth\"><\/span>Telling the truth<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Honesty is a fundamental aspect of <a href=\"https:\/\/itdworld.com\/blog\/leadership\/giving-effective-feedback\/\">effective feedback<\/a>. Under all circumstances possible, feedback givers should resist telling people what they want to hear instead of the truth \u2013 even if such a thing might be uncomfortable or challenging. Being transparent ensures that the recipient gets authentic insights \u2013 as well as helps both parties avoid wasting time on the wrong areas of improvement.<\/p>\r\n<ol start=\"3\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Being_supportive_and_helpful\"><\/span>Being supportive and helpful<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Successful leaders often have their identities closely tied to their achievements and roles. For this reason, when providing feedback, it is crucial to focus on the task or behavior rather than making it about the person. Depersonalization shifts the emphasis from challenging the leader\u2019s self-image to reflecting on areas that can be improved \u2013 which reduces the likelihood of defensive reactions and encourages open dialogues.<\/p>\r\n<p>For example, a sales representative recognizes his manager\u2019s habit in giving vague instructions \u2013 which has been causing him difficulty in understanding the manager\u2019s expectations. Instead of saying \u2018You are not helping\u2019, the sales representative could say something like:<\/p>\r\n<p>\u2018It\u2019d be more helpful if you can give me clearer instructions\u2019.<\/p>\r\n<ol start=\"4\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Picking_something_to_improve_themselves\"><\/span>Picking something to improve themselves<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>One brilliant idea presented by Marshall Goldsmith through his experience in coaching is to encourage feedback givers to pick something to improve themselves. By doing so, they establish a bond of mutual growth with the recipients, and motivates them to embrace others\u2019 input as an opportunity for growth. This two-way exchange fosters an environment where everyone is focused on continuous improvement rather than being solely judged by others.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-excellence\/\">Leadership Excellence<\/a> &#8211; Moving From Manager to Multiplier<\/p>\r\n<\/blockquote>\r\n<p style=\"text-align: center;\"><iframe loading=\"lazy\" title=\"Leadership Is A Contact Sport: Ask\" src=\"https:\/\/www.youtube.com\/embed\/Na-MOFRMPoI\" width=\"710\" height=\"480\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Leadership_Feedback_Examples\"><\/span><strong>Leadership Feedback Examples<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Positive leadership feedback:<\/p>\r\n<ul>\r\n<li>You do a great job at <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leading-by-example\/\">leading by example<\/a>. You set a positive example for your team members by being hardworking, reliable, and always willing to help out.<\/li>\r\n<li>You do a great job at providing the necessary structure, direction, and feedback to all your employees. You are clear and concise in your communication, and you always provide your team members with the support they need to succeed.<\/li>\r\n<li>You are always looking for ways to improve the team. You are proactive and always looking for ways to make the team more efficient and effective.<\/li>\r\n<li>You are a great communicator. You are able to clearly and concisely communicate your vision and goals to your team members. You are also a good listener and are open to input.<\/li>\r\n<li>You are able to build strong relationships with your team members. You create a positive and supportive work environment where everyone feels valued and respected.<\/li>\r\n<\/ul>\r\n<p>Constructive leadership feedback:<\/p>\r\n<ul>\r\n<li>I\u2019ve noticed that you tend to micromanage your team members. This can be demotivating and make them feel like they\u2019re not trusted. I would suggest giving them more autonomy and allowing them to make more decisions on their own.<\/li>\r\n<li>I appreciate your willingness to take risks, but sometimes you take on too much at once. This can lead to stress and burnout. I would suggest setting more realistic goals and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/the-art-of-delegation\/\">delegating tasks<\/a> when possible.\u201d<\/li>\r\n<li>You\u2019re a great communicator, but sometimes you can be too blunt. This may come across as rude or insensitive. I would suggest being more mindful of your tone and word choice.<\/li>\r\n<li>You\u2019re a great leader, but you are sometimes too critical. This can make your team members feel like they\u2019re never doing enough. I would suggest focusing on the positive and providing more constructive feedback.<\/li>\r\n<li>You\u2019re a great listener, but sometimes you don\u2019t take action on the advice you\u2019re given. This may be frustrating for your team members and make them feel like their input is not valued. I would suggest making a point of <a href=\"https:\/\/itdworld.com\/blog\/leadership\/follow-up-behavior-change\/\">following up<\/a> on feedback and taking steps to implement it.<\/li>\r\n<\/ul>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-effectiveness\/\">Leadership Effectiveness<\/a> &#8211; From Intent to Impact<\/p>\r\n<\/blockquote>\r\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4687 aligncenter\" src=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-3.jpg\" alt=\"leadership feedback\" width=\"750\" height=\"500\" srcset=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-3.jpg 750w, https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback-3-300x200.jpg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"How_to_Ask_for_Leadership_Feedback\"><\/span><strong>How to Ask for Leadership Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<ol start=\"1\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Ask_for_criticism_especially_as_a_boss\"><\/span>Ask for criticism, especially as a boss<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Overcoming the inherent power dynamics may prove to be challenging, but leaders should initiate the process by explicitly asking for criticism from their team. This willingness to be vulnerable and receptive to others\u2019 ideas sets the tone for open communication \u2013 and encourages employees to share their insights without fear of retribution.<\/p>\r\n<p>By embracing constructive criticism as a tool for <a href=\"https:\/\/itdworld.com\/blog\/human-resources\/learning-development\/\">learning and development<\/a> \u2013 rather than a threat to their authority, leaders are equipped to build stronger relationships with their employees and build up a trust-based workplace.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leader-vs-boss\/\">Leader vs Boss<\/a> &#8211; 11 Key Differences (Which One Are You?)<\/p>\r\n<\/blockquote>\r\n<ol start=\"2\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Embrace_so-called_%E2%80%9Cnegative%E2%80%9D_emotions\"><\/span>Embrace so-called \u201cnegative\u201d emotions<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>Leadership feedback may not always be flattering, yet it is essential for one in management positions to grow and reach greater heights. Despite the negative feelings it may cause, we must learn to shift the focus from being defensive to actively seeking insights for improvement.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/emotional-intelligence-in-leadership\/\">Emotional Intelligence in Leadership<\/a> &#8211; How to Lead with Heart<\/p>\r\n<\/blockquote>\r\n<ol start=\"3\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Have_a_go-to_question\"><\/span>Have a go-to question<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>To <a href=\"https:\/\/itdworld.com\/blog\/human-resources\/creating-psychological-safety-in-the-workplace\/\">establish psychological safety<\/a> and encourage open dialogues, leaders can make use of a go-to question that invites feedback. This question should encourage employees to share their thoughts honestly and openly, creating a safe space for constructive criticism.<\/p>\r\n<p>A tip for you is to come up with an open question \u2013 one that cannot be answered with either \u201cyes\u201d or \u201cno\u201d. This will allow you to initiate the conversation more easily, as well as help solicit more honest and detailed input.<\/p>\r\n<p>Below are a few examples:<\/p>\r\n<ul>\r\n<li>What are your thoughts on our current project management process?<\/li>\r\n<li>How can we make our team meetings more productive?<\/li>\r\n<li>What are some challenges you\u2019re facing in your work?<\/li>\r\n<li>What are your ideas for improving our company culture?<\/li>\r\n<li>etc.<\/li>\r\n<\/ul>\r\n<ol start=\"4\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Embrace_the_other_partys_discomfort\"><\/span>Embrace the other party\u2019s discomfort<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>It is natural for both the giver and receiver of feedback to feel uncomfortable during the process. However, leaders should resist the temptation to let employees off the hook or weasel away from difficult conversations.<\/p>\r\n<p>When both parties acknowledge and validate their own discomfort, together they create an atmosphere of understanding and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/empathetic-leadership\/\">empathy<\/a> that facilitates open and honest conversations.<\/p>\r\n<ol start=\"5\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Listen_to_understand_not_to_respond\"><\/span>Listen to understand, not to respond<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>A mindset of genuine curiosity is vital for <a href=\"https:\/\/jonathanmpham.com\/en\/interpersonal\/communication\/receiving-feedback\/\">receiving feedback<\/a>. Instead of formulating responses in their mind, leaders should actively listen to comprehend the perspectives being shared, so that others are more inclined to be honest in what they have to say. No matter how positive or negative an input is, always <a href=\"https:\/\/itdworld.com\/blog\/leadership\/gratitude-in-leadership\/\">thank your employees<\/a> for their opinions, and let them know that their ideas will be taken into consideration.<\/p>\r\n<p>After a feedback session, make sure to follow up based on what has been discussed. When we take tangible steps to address others\u2019 concerns and communicate the actions taken, we reinforce the value of employee input \u2013 while at the same time laying the foundation for a continuous feedback loop and a growth-oriented <a href=\"https:\/\/itdworld.com\/blog\/human-resources\/organizational-culture\/\">workplace culture<\/a>.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/gratitude-in-the-workplace\/\">Gratitude in the Workplace<\/a> &#8211; A Reflection on Its Miraculous Power<\/p>\r\n<\/blockquote>\r\n<ol start=\"6\">\r\n<li>\r\n<h3><span class=\"ez-toc-section\" id=\"Make_giving_feedback_a_team_habit\"><\/span>Make giving feedback a team habit<span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n<\/li>\r\n<\/ol>\r\n<p>All leaders should encourage a culture where feedback is seen as constructive and valuable, rather than one in which people only vent about problems without seeking solutions. In doing so, they facilitate a collaborative environment that places a strong emphasis on innovation, problem-solving, and personal development \u2013 eventually enhancing team dynamics and driving the overall performance.<\/p>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/coaching\/coaching-culture\/\">Coaching Culture<\/a> &#8211; Blueprint for Organizational Growth<\/p>\r\n<\/blockquote>\r\n<p style=\"text-align: center;\"><iframe loading=\"lazy\" title=\"Leadership Is A Contact Sport: Respond and Involve\" src=\"https:\/\/www.youtube.com\/embed\/CaXXn-8DRww\" width=\"710\" height=\"480\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"360_Degree_Leadership_Feedback_Questions\"><\/span><strong>360 Degree Leadership Feedback Questions<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Below are some 360 feedback questions for leadership that you may either ask yourself or others:<\/p>\r\n<ul>\r\n<li>What are my strengths\/ weaknesses as a leader?<\/li>\r\n<li>What are my biggest opportunities for growth as a leader?<\/li>\r\n<li>How do I communicate effectively with my team?<\/li>\r\n<li>How do I motivate and <a href=\"https:\/\/itdworld.com\/blog\/leadership\/inspirational-leadership\/\">inspire<\/a> my team?<\/li>\r\n<li>How do I create a positive and productive work environment?<\/li>\r\n<li>How do I make decisions that are in the best interests of my team and the company?<\/li>\r\n<li>How do I handle conflict and disagreements?<\/li>\r\n<li>How do I delegate tasks and responsibilities effectively?<\/li>\r\n<li>How do I give and receive feedback effectively?<\/li>\r\n<li>How do I stay up-to-date on the latest trends and developments in my field?<\/li>\r\n<li>etc.<\/li>\r\n<\/ul>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/weak-leadership\/\">Weak Leadership<\/a> &#8211; How Bad Leaders Undermine Success<\/p>\r\n<\/blockquote>\r\n<h2><span class=\"ez-toc-section\" id=\"Tools_for_Effective_Leadership_Feedback\"><\/span><strong>Tools for Effective Leadership Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<ul>\r\n<li><strong><a href=\"https:\/\/www.google.com\/search?kgmid=\/m\/03zmdw\">Johari Window<\/a>:<\/strong> The Johari Window model aims to improve an individual\u2019s perception of themselves through two core concepts: building trust by sharing information about oneself with others \u2013 and gaining <a href=\"https:\/\/itdworld.com\/blog\/leadership\/self-awareness-in-leadership\/\">self-awareness<\/a> by learning from their feedback.<\/li>\r\n<li><strong><a href=\"https:\/\/www.ccl.org\/articles\/leading-effectively-articles\/closing-the-gap-between-intent-vs-impact-sbii\/\">Situation-Behavior-Impact<\/a> (SBI):<\/strong> The SBI\u2122 Feedback Model \u2013 developed by the Center for Creative Leadership \u2013 offers a straightforward structure for delivering effective on-the-spot feedback. After outlining the specific situation\/ context, one moves on to addressing the precise behavior that needs discussion \u2013 before finally highlighting the impact of the person\u2019s behavior on others.<\/li>\r\n<li><strong>360-degree assessment:<\/strong> This is a comprehensive method that involves receiving performance feedback from multiple sources. Unlike traditional approaches that mostly rely on a single source, a 360-degree assessment provides a well-rounded view of a person\u2019s performance, allowing them to gain insights into their strengths and weaknesses from various perspectives.<\/li>\r\n<li><strong>Feedforward:<\/strong> The feedforward technique \u2013 developed by Marshall Goldsmith himself \u2013 is a powerful and efficient exercise designed to foster personal development in a positive and focused manner. Instead of commenting on others\u2019 past mistakes, participants are encouraged to engage in discussions about future possibilities.<\/li>\r\n<\/ul>\r\n<blockquote>\r\n<p>Read more: <a href=\"https:\/\/itdworld.com\/blog\/leadership\/situational-leadership\/\">Situational Leadership<\/a> &#8211; Guide to Implementation<\/p>\r\n<\/blockquote>\r\n<p style=\"text-align: center;\"><iframe loading=\"lazy\" title=\"Feedforward: Coaching For Behavioral Change\" src=\"https:\/\/www.youtube.com\/embed\/BlVZiZob37I\" width=\"710\" height=\"480\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\r\n<h2><span class=\"ez-toc-section\" id=\"Final_Thoughts\"><\/span><strong>Final Thoughts<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\r\n<p>Leadership feedback is a powerful tool for those in management positions to reach even greater heights on their <a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-journey-how-to-grow-as-a-leader\/\">professional journey<\/a>. By learning to receive input from their peers, subordinates, and superiors, leaders are better equipped to facilitate changes that will lead to better results for the team\/ organization as a whole.<\/p>\r\n<p style=\"text-align: center;\"><iframe loading=\"lazy\" title=\"ITD World Leadership Solutions Video\" src=\"https:\/\/www.youtube.com\/embed\/OGKVy3mpW0Y\" width=\"716\" height=\"403\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\r\n<p><em>Other resources you might be interested in:<\/em><\/p>\r\n<ul>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/leadership\/why-feedback-is-a-leadership-superpower\/\">Why Feedback is a Leadership Superpower<\/a>: Thriving in the AI Era and Beyond<\/li>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/leadership\/continuous-feedback\/\">Continuous Feedback<\/a>: A Cornerstone of Modern Workplace<\/li>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-self-reflection\/\">Leadership Self-reflection<\/a>: Leading with Clarity<\/li>\r\n<li><a href=\"https:\/\/itdworld.com\/blog\/leadership\/10-values-for-exceptional-leadership\/\">Leadership Values<\/a>: 10 Qualities for Exceptional Results<\/li>\r\n<li><a href=\"https:\/\/jonathanmpham.com\/en\/inspirational-quotes\/learning-growth\/feedback-quotes\/\">63 Feedback Quotes<\/a>: Turning Input Into Positive Growth<\/li>\r\n<\/ul>\r\n<div class=\"message-box relative dark\" style=\"padding-top:50px;padding-bottom:50px;\"><div class=\"message-box-bg-image bg-fill fill\" ><\/div><div class=\"message-box-bg-overlay bg-fill fill\" style=\"background-color:rgb(240, 240, 240);\"><\/div><div class=\"container relative\"><div class=\"inner last-reset\"> <div class=\"row align-middle align-center\"  id=\"row-1712353281\"> \n\t<div id=\"col-1826418600\" class=\"col medium-9 small-12 large-9\"  >\n\t\t\t\t<div class=\"col-inner\"  >\n\t\t\t\n\t\t\t \t<div id=\"text-3258022448\" class=\"text\">\n\t\t\r\n<p>Get the latest insights from ITD&#8217;s team of experts delivered to your inbox<\/p>\r\n\t\t\n<style>\n#text-3258022448 {\n  font-size: 1.2rem;\n  text-align: center;\n  color: rgb(0,0,0);\n}\n#text-3258022448 > * {\n  color: rgb(0,0,0);\n}\n<\/style>\n\t<\/div>\n\t \t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t \n\t<div id=\"col-10711632\" class=\"col medium-2 small-12 large-2\"  >\n\t\t\t\t<div class=\"col-inner text-center\"  >\n\t\t\t\n\t\t\t <a href=\"https:\/\/itdworld.com\/subscribe-to-newsletter\/\" target=\"_self\" class=\"button secondary is-outline\"  style=\"border-radius:99px;\">\n    <span>SUBSCRIBE<\/span>\n  <\/a>\n \t\t<\/div>\n\t\t\t\t\t<\/div>\n\n\t <\/div> <\/div><\/div><\/div> \t<div id=\"gap-1840181311\" class=\"gap-element clearfix\" style=\"display:block; height:auto;\">\n\t\t\n<style>\n#gap-1840181311 {\n  padding-top: 30px;\n}\n<\/style>\n\t<\/div>\n\t","protected":false},"excerpt":{"rendered":"<p>Discover the potence of leadership feedback in fueling personal professional growth, plus strategies for leaders to embrace input. Feedback is an indispensable tool for one in the pursuit of success. While it is commonly given to employees by their superiors, the significance of leadership feedback cannot be underestimated. For those in management roles to truly [&#8230;]\n","protected":false},"author":4,"featured_media":4684,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[21],"tags":[],"class_list":["post-4416","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.3.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Leadership Feedback: Key to Changing for the Better | ITD World<\/title>\n<meta name=\"description\" content=\"Discover the potence of leadership feedback in fueling personal professional growth, plus strategies for leaders to embrace input.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Leadership Feedback: Key to Changing for the Better | ITD World\" \/>\n<meta property=\"og:description\" content=\"Discover the potence of leadership feedback in fueling personal professional growth, plus strategies for leaders to embrace input.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/\" \/>\n<meta property=\"og:site_name\" content=\"ITD World\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/itdworldofficial\/\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/dangkhoa.pham.31\" \/>\n<meta property=\"article:published_time\" content=\"2025-01-16T14:50:55+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-03T17:12:52+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/itdworld.com\/blog\/wp-content\/uploads\/2025\/01\/leadership-feedback.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"750\" \/>\n\t<meta property=\"og:image:height\" content=\"500\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Jonathan M. Pham\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@DangKhoa270595\" \/>\n<meta name=\"twitter:site\" content=\"@itdworldgroup\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jonathan M. Pham\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"14 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/itdworld.com\/blog\/leadership\/leadership-feedback\/\"},\"author\":{\"name\":\"Jonathan M. 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