According to the author of E.O., best leaders do which of the following?

• A. Checked their egos
• B. Accepted blame
• C. Sought out constructive criticism and took detailed notes for improvement
• D. Avoided feedback

Answer: (C)

The main idea is that great leaders lean into feedback and turn it into concrete action. They actively seek out constructive criticism from peers, mentors, and team members and listen with an intent to improve. Then they document what they hear in detail, so they can turn suggestions into specific steps, track progress, and follow up. This combination shows a true growth mindset: humility to hear what isn’t going well and discipline to translate that input into measurable changes.

Why this is the best fit: simply keeping egos in check is valuable, but it doesn’t guarantee improvement without action. Owning blame is important for accountability, yet it doesn’t ensure you’re learning from the experience or addressing root causes. Avoiding feedback shuts down the learning process entirely. Actively seeking constructive criticism and taking detailed notes for improvement creates a proactive loop of learning and development that helps leaders adapt, strengthen their teams, and achieve better outcomes.