Dealing with a resistant senior manager's feedback. Can you effectively address their performance concerns?
Addressing performance concerns from a senior manager can be tricky, especially when they're resistant to your input. To navigate this delicate situation, you need to focus on clear communication and constructive dialogue. Consider these strategies:
How do you handle challenging feedback from senior managers? Share your strategies.
Dealing with a resistant senior manager's feedback. Can you effectively address their performance concerns?
Addressing performance concerns from a senior manager can be tricky, especially when they're resistant to your input. To navigate this delicate situation, you need to focus on clear communication and constructive dialogue. Consider these strategies:
How do you handle challenging feedback from senior managers? Share your strategies.
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To better understand this post-are we assuming you disagree with the performance concerns? I need to repeat my previously posted advice on LinkedIn - when receiving feedback, take the "please sir, may I have some more" approach. Ask for more examples, clarify the perspective, the impact - understand what this OTHER PERSON'S PERSPECTIVE is. You can disagree with it, but you cannot tell someone else what their perception should be. Stop trying to fight opinions, instead, listen for understanding and later you can decide if you will do nothing about it, quit, or decide you'll make an effort to be different. That part is your choice.
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Always show how their behaviors and actions are impacting the we not the me. As a leader your job is to look out for the majority of people, not a single person, so tie the feedback back to a bigger item that is emotionally relevant. Mission, purpose, projects, team members.
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When dealing with feedback from a resistant senior manager, it’s important to stay professional and open-minded. Start by listening carefully to their concerns and showing that you value their perspective. Ask clear questions to fully understand their feedback and make sure you’re on the same page. Share specific examples of your work to address any concerns and focus on facts rather than opinions. Work together to find solutions, showing that you’re willing to collaborate and improve. Throughout the conversation, stay calm, respectful, and focused on the team’s overall goals to keep the discussion constructive.
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1. mental and emotional prepartion. 2. active and non-defensive listening. 3. seperate the person from the issue. 4. show professionalism and flexibility. 5. underestand the senior managers goals. 6. build trust- based relationships. 7. use negotiation techniques. remember that the purpose of feedback should be to help the organization improve.otherwise, the result is a dictatorships.
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Working with resistant managers can be challenging, but building a positive relationship and trust is essential. Showing empathy and try to understand their perspectives and foster open dialogue. Present your ideas in ways that highlight benefits for both them and the company and celebrate even for small victories to build momentum. Think of your efforts as a partnership or friends for younger generations. If resistance continues, seek support from colleagues or other managers. Keeping communication open and candid, just knowing someone is willing to listen can make a big difference. Patience and persistence will be the key!
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