Welcome back to the Look and Sound of Leadership, an ongoing series of

executive coaching tips designed to help you be perceived in the workplace

the way you want to be perceived. I'm Tom Henschel, your executive coach,

and today we're talking about soliciting feedback.

Prashant's coaching had gone well.

The feedback I'd gathered about him at the beginning of our coaching coaching had

identified him as grumpy and argumentative.

Now, six months later in a meeting with Jeannie, his boss,

we were hearing nothing but good news.

Things have turned around, Jeannie told us.

Everything I hear tells me that all the behaviors that prompted the coaching have essentially disappeared.

Later, when we were alone together, Prashant looked thoughtful.

Aren't you pleased?

I asked him.

Sure, he said. But, Jeannie's not hearing from everyone. I can't imagine she knows what my direct

reports really think. And I'm sure she hasn't heard from the manufacturing teams I interact with.

She barely knows them.

I replied, so you're worried that the good news may not really be as good as she thinks

it is?

Yeah, he agreed.

And what about six months from now, or a year?

How will I know if I've gone back to my old ways?

...