I recently asked AI a simple but uncomfortable question: “What criticism do you have for me?” The response was thoughtful, specific — and a little too accurate.
So I decided to share it with my team, right after I had displayed one of the shortcomings it had just identified — over-explaining when clarity is already there. They laughed. More than once. Not because it was off base, but because it was so on point.
There were no big surprises in what it surfaced. But hearing those patterns named clearly — without fluff or hesitation — made them land for me in a different way and led me to practical next steps. It’s one thing to sense your tendencies. It’s another to see them put into words.
I’ve been discovering that AI is more than a productivity tool; it can be a surprisingly effective mirror for my leadership.
The Value of an Unbiased Mirror
One of the challenges in leadership is that honest feedback gets filtered. Not because people are dishonest, but because they’re trying to be thoughtful. There are relationships, timing, and tone to consider. You’re the boss after all, and there’s a tendency to tell the boss what they want to hear.
AI will generally do that, too. It can be overly affirming and supportive — even when it’s entirely unwarranted — unless you ask it to do otherwise. When you do, a whole new world opens up.
AI doesn’t worry about how I’ll take criticism. It doesn’t soften things to preserve a working relationship. When prompted well, it reflects patterns clearly and directly — which is just as challenging as it is refreshing.
In my case, the feedback it gave was spot on:
- Taking on too much personally
- Holding a high bar for quality in everything, including low-importance things
- Carrying more of the emotional weight than necessary
- Over-explaining when clarity is already there
- Jumping into problem-solving mode too quickly
Again — nothing shocking. But naming them matters. Because once something is clearly defined, it becomes much easier to adjust.
Where AI Fits (and Where It Doesn’t)
I would never rely on AI as a replacement for human feedback. It doesn’t understand the full context of a school or the nuance of relationships within a team. But it does offer something useful.
It can surface patterns in how you think and communicate, provide immediate reflection without needing to “schedule time”, and challenge assumptions in a low-risk way
In that sense, it acts less like an expert and more like a thinking partner or coach — one that’s always available, willing to engage, and will give it to you straight if you ask.
The Real Work Still Belongs to Us
Of course, the value isn’t in the feedback itself — it’s in what we do with it. For me, it led to a few simple but important questions:
- Where am I adding value, and where might I be creating bottlenecks?
- When does “excellent” matter — and when is “clear and done” enough?
- What am I carrying that doesn’t actually belong to me?
- Who else should be growing into the work I’m holding onto?
That’s the work of leadership. AI just helped bring it into sharper focus.
A Practical Entry Point
If you’re curious about using AI this way, start simple. Ask a question you might hesitate to ask a colleague:
- “What blind spots might I have as a leader?”
- “Where might I be overextending myself?”
- “How might my communication style be perceived?”
Now, this only works if you’ve been using AI and it knows your work and prior communications. In my case, two years of editing communications and social media posts, problem-solving, and research gave it a lot to draw on about me. You don’t have to agree with everything you get back. But even partial truth can be useful if it leads to better reflection — and, ultimately, better action.
Final Thought
Leadership can be isolating at times. Not always in a negative way, but in the sense that fewer people see the full picture and sometimes are not entirely honest.
Trusted colleagues and strong teams are always the best place to start, but AI can add another layer of reflection — one that’s immediate, honest, and, occasionally, laugh-out-loud accurate.
Sometimes, all it takes is a simple question — and a willingness to hear the answer.
About Dr. Lance Gibbon
Dr. Lance Gibbon has dedicated over 30 years to serving students, educators, and families across Washington State. As the superintendent of Hood Canal School District, he is committed to creating positive, welcoming learning environments where all students can thrive. His leadership has been recognized with numerous awards, including honors from the National School Public Relations Association, Washington Association of School Business Officials, Washington School Public Relations Association, Best of Whidbey, and EarthGen (formerly Washington Green Schools).