Set very, very strong boundaries with yourself against any tendency you might have toward defensiveness, blame, or denial when given feedback. The weakest leaders are threatened by feedback, and often completely closed off to insights that are so easily seen by others. Strong leaders embrace feedback, seek to understand it, and put it to use. Even when they may disagree, they don’t become defensive; instead they engage in dialogue and honest inquiry to figure out where the gaps between their intentions and others’ perceptions come from. The feedback may be wrong, but they embrace it to
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