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 Today's advice comes from former IronPort Systems CEO Scott Weiss' post at Forbes: "Most companies don’t have a good mechanism to give the CEO real, honest feedback. Sometimes the board gives feedback, but it’s often based on impressions at board meetings, perceived success of management hires and overall results of the company; no specifics on how to lead and inspire people, conduct better meetings, or deal with conflicts, to name a few." Weiss, who is now a partner at venture capital firm Andreessen Horowitz, says it's vital that CEOs are routinely challenged to be better. Without a method for employees to share feedback on his or her management style, a CEO risks making mistakes and alienating the entire staff. In many cases, a board will step in after the damage has been done and ax a vilified CEO. But that's dangerous, Weiss says, when the fact was that CEO was probably a great leader with a clear vision, who simply lacked the feedback necessary to help them evolve and change according to employees' needs. To prevent that management disaster from happening, invest in a third-party consultant who can bring objectivity and leadership expertise to the evaluation process, Weiss says. Make sure that person amasses feedback, good and not-so-good, from a variety of staffers at all levels to share with the CEO. And it's important to remember one go-around isn't enough. "It’s important for a leader to hear about his blind spots on a regular basis so working on them is periodically top of mind." Want your business advice featured in Instant MBA? Submit your tips to tipoftheday@businessinsider.com. Be sure to include your name, your job title, and a photo of yourself in your email. Please follow War Room on Twitter and Facebook. | | | | | | | |
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