How to Receive Feedback as a Leader: Applying Matt Mochary 5 A’s Feedback Approach

Founding a company is easy; scaling it is hard.

Matt Mochary

This phrase has become quite known in the business sphere and it was written by the expert of CEOs.

As a CEO and even as a leader, you have a tremendous impact on the progress of the company’s or your team’s results. As they say, your team’s success is your success. 

But why is scaling so hard? Let us explain. For a team to go the extra mile and keep great results, two things are needed: motivation and trust. Especially trust in their leader, in YOU. The thing is, to effectively build trust can be tricky. One small mistake and what you have built can just crumble down in an instant.

According to Matt Mochary, one of the most effective ways to build trust is through feedback, particularly the way a leader receives it from their team. Let’s dive deeper.

Benefits of feedback

Everyone should perceive feedback as a conversation. Ideally, one where both parties share positive insights about the situation and the other’s conduct and call each other out on some attitudes or behaviours.

Feedback said constructively and with a focus on the future, is effective in building trust, fostering transparency, and helping one grow, as it shows what one can do better.

As a leader, the way you build space for honest shares and receive feedback can positively influence how your team is around you, their communication, as well as ultimately the quality of their work. 

How to apply the 5 A’s when receiving feedback

More than creating the space for feedback to emerge, in Matt Mochary’s eyes, you, as a leader, should be focused on proactively seeking raw, accurate, and honest feedback from your team. Only then can you truly improve your leadership. Here are a few good habits you can start implementing today:

Ask for it

Ask each person to share their thoughts. For your team members, this can feel a bit daunting at first. To dilute this initial discomfort, make the disclaimer that all feedback shared will be celebrated and not punished.

• Set the tone right for the first negative feedback. If your team is afraid to share the real deal with you, how you react the first time will set the tone for the upcoming events.

• Follow Lachy Groom’s method to ask for negative feedback. Especially with the ones you feel are reluctant to speak up, say something like: “Please don’t say it, just think it. What is the thought you have that you are afraid to tell me because you think it will hurt my feelings? Again, please don’t say it, just think about it. Do you have it in your brain chamber?” if they respond YES, then add “Ok, now please say it”.

  “I let my reports know that I will think that they are simply withholding until they share negative feedback with me, and I won’t fully trust them.” Matt Mochary

• Schedule your feedback moments. You can choose to do so in the last 5-10 minutes after every meeting or 1:1 session. Also, ask for the feedback to be written and shared with you in the platform of your choice – that will then become the space for them to put future feedback.

• Avoid sending surveys asking for feedback after meetings. Your team will not have (or find) the time or disposition to address that in that way.

Acknowledge it

After listening, confirm you heard the message correctly by summarizing it out loud.

Frame this as, for example, “From what I understood you said… Is that right?”

• If you want to up your game, describe the emotions they are experiencing. You can even exaggerate your thoughts – this will make them feel heard and unafraid of your reaction in the future.

  “Acknowledging is the single most powerful tool that I know of to create trust and connection.” Matt Mochary

Appreciate it

Do not underestimate the power of saying Thank You.

Hold your excuses and give yourself permission to appreciate the feedback - “I hear what you are saying, thank you for sharing”.

Accept it

But only if it makes sense to you. Otherwise, state why you are not accepting it.

• Nevertheless, keep your mind open to accept the feedback. Remember you cannot fully control the outcomes of a situation, only your behaviour. That is to say try to read feedback as an opportunity to shine a light on your hidden corners and improve.

• As WorkJoy’s CEO - Han-Kristian Bjerregaard - puts it:

  “I don’t decide if I am a good dad, only my kids do. I don’t decide if I am a good husband, only my wife does. I don’t decide if I am a good leader, only my team gets to decide that.”

Act on it

Use this space for co-creation. Together (with who is giving you feedback) make an action plan to address the situation and grow from there.

• Set a due date and commit. Only when you act and close this chapter, is the feedback loop done.
• Share with the rest of the organization the feedback and your commitment/actions. This will hold you accountable. It is also critical to show everyone they can trust you and your word.

Summary

Do you want to get excellent results from your team? Start by building trust through feedback, particularly through the way you receive it from your team. Here are the 5 steps you can implement:

1. Ask for it – Proactively seek feedback (make it synchronous and written) and be mindful of your reaction to negative opinions.
2. Acknowledge it – Confirm the message by summarizing it out loud.
3. Appreciate it – Hold your excuses and say Thank You.
4. Accept it – But only if it makes sense.
5. Act on it – Set an action plan together. Commit to it and share it with the rest of the organization.