Purpose: The lateral feedback seeking literature has primarily examined lower-level employees' feedback seeking from peers. Thus, the authors still know very little about feedback seeking when the leader is the "seeker" and peers are the "targets" of such seeking. The purpose of this paper is to expand existing discussions on lateral feedback seeking by discussing the types of feedback leaders may seek out from their peers. Design/methodology/approach: The views presented here have been derived from the authors' personal opinions on the topic of feedback seeking and a review of the academic and practitioner literature on feedback seeking. Findings: The viewpoint suggests that leaders may engage in two forms of feedback seeking from peers -- performance and growth feedback seeking -- with each type of feedback seeking holding relevance to leader effectiveness. Originality/value: Challenging previous research that argues that leaders may avoid seeking feedback from peers, this viewpoint suggests that leaders may seek feedback from peers because they stand to benefit from doing so.