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Here's how you can maximize your leadership skills through feedback.

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As a leader, your growth is pivotal not just for personal success, but for the advancement of your team. Feedback is a powerful tool in honing your leadership skills. It provides insights into your performance, reveals areas for improvement, and helps you to adapt your strategies. By actively seeking and constructively using feedback, you can transform your leadership approach, foster a culture of continuous improvement, and inspire those around you to reach their full potential. Let's explore how you can maximize your leadership skills through effective feedback utilization.

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Brian Richie

Founder of MyCareerElevator.com | Never struggle to get hired again!
Helena Marques

Mentora de Carreira | Coach de Carreira | Consultora em RH Estratégico | Psicóloga
Fernando Lachado ?

Técnico em Decora??o de Interiores ??? Gestor de Marketing ?? Escrita Criativa ??

1 Embrace Openness

To truly benefit from feedback, you must first cultivate an environment where honesty and openness are valued. Encourage your team to share their thoughts and opinions without fear of repercussions. Show that you are receptive by actively listening and acknowledging the feedback you receive. This can be achieved through regular one-on-one meetings, anonymous surveys, or open forums. By demonstrating that you value their input, you create a trusting atmosphere that encourages candid feedback, which is essential for your growth as a leader.

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Brian Richie

Founder of MyCareerElevator.com | Never struggle to get hired again!
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Great leaders are hungry for feedback. Great leaders are exceptional listeners and always seek areas to improve their leadership skills. Being a leader means being adaptable to different scenarios and personalities. Not all people want or need to be coached in the same way. If you aim to become a better leader, ask more questions. Seek to understand how people learn and are motivated.

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Helena Marques

Mentora de Carreira | Coach de Carreira | Consultora em RH Estratégico | Psicóloga
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A pe?a chave para constituir um ambiente em que a seguran?a psicológica realmente exista, ou seja, os funcionários sejam incentivados verdadeiramente a compartilhar ideias, trazer questionamentos, inovar e admitir erros, sem medo de serem julgados ou punidos, é o discurso e prática do líder e da organiza??o serem coerentes. Portanto, cumpra com os combinados, incentive genuinamente conversas abertas, pratique a gest?o da singularidade, alinhando comunica??o e objetivos com cada profissional, conforme perfil, escute de maneira ativa, pe?a feedback e ofere?a feedbacks com exemplos reais, no momento em que as situa??es de fato acontecem, promovendo a cultura do feedback construtivo.

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Jessica Tietjen

?CEO & Founder |??NeuroPerformance Partner |HR/Ops Leader |??Author |???Speaker & Podcast Host | Leadership Coach | We expand ??human capacity by evolving work practices w/ neuroscience to create exceptional results
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Feedback is painful unless you’ve laid the foundation of trust and respect. Take time cultivating this long before you seek or give feedback. Also, most feedback is opinion disguised as feedback. Helpful feedback is really information on how another person thinks about or understands something; what they feel about it and why it’s important to them, and what they expect you to do as a result. Without all three, it’s not helpful or useful!

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2 Seek Diversity

Diverse feedback is crucial for a well-rounded view of your leadership. Don't limit yourself to feedback from your immediate circle; seek opinions from a variety of sources, including peers, superiors, and even clients. Different perspectives can highlight different aspects of your leadership style, some of which may be invisible to you or your team. By embracing a range of viewpoints, you can gain a comprehensive understanding of your strengths and weaknesses as a leader.

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Helena Marques

Mentora de Carreira | Coach de Carreira | Consultora em RH Estratégico | Psicóloga
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Busque feedbacks de diversas fontes: subordinados, pares, superiores, colaboradores de áreas de interface com a sua, pessoas do RH e até profissionais de sua rede de networking. No entanto, se atente para solicitar devolutivas de quem tem maturidade e repertório para tanto, a fim de que sejam genuínos e possam oferecer exemplos reais e coerentes com o contexto. Diversos pontos de vistas, experiências, análise de situa??es em posi??es distintas e conhecimentos, trar?o muitas informa??es e recursos para que você possa ter uma vis?o global das suas tendências comportamentais e competências, bem como clareza de pontos fortes, pontos a desenvolver e estratégias para isso.

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3 Reflect Critically

Once you've gathered feedback, take the time to reflect on it critically. Avoid the natural tendency to dismiss negative comments or overly embrace positive ones. Instead, analyze the feedback objectively, identifying key themes and actionable insights. Reflect on how your actions and decisions are perceived by others and how they align with your leadership goals. Use this reflection to develop a personalized action plan that targets specific areas for improvement.

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Helena Marques

Mentora de Carreira | Coach de Carreira | Consultora em RH Estratégico | Psicóloga
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Para conseguir efetuar uma reflex?o crítica madura e autorresponsável, mas n?o punitiva consigo mesmo, é necessário se aprofundar no autoconhecimento. Entender suas tendências naturais de comportamento, o esfor?o que faz para se adaptar a determinadas situa??es e demandas, seus valores, interesses e objetivos pessoais, se apropriar de suas competências e ter humildade para enxergar os pontos a desenvolver, s?o fundamentais para que essa reflex?o seja coerente, traga autoconsciência e contribua para construir cren?as positivas de autoeficácia. Dessa maneira, o profissional terá informa??es claras que permitam definir a??es que para se desenvolver de maneira a se aproximar cada vez mais de seus objetivos.

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4 Act Decisively

Reflection alone is not enough; it must be followed by action. Set clear, achievable goals based on the feedback you've received. Whether it's improving communication, delegating more effectively, or being more approachable, each goal should have concrete steps you can take towards improvement. Share these goals with your team and ask for their support in achieving them. This not only holds you accountable but also shows your commitment to personal growth and team development.

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Fernando Lachado ?

Técnico em Decora??o de Interiores ??? Gestor de Marketing ?? Escrita Criativa ??
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Defina metas claras e alcan?áveis com base no feedback que recebeu. Seja a melhorar a comunica??o, procurar de forma mais eficaz ou a ser mais acessível, cada objetivo deve ter passos concretos que você pode tomar para melhorar. Compartilhe essas metas com a equipa e pe?a o apoio deles para alcan?á-las. Isso n?o apenas o responsabiliza, mas também mostra o seu compromisso com o crescimento pessoal e o desenvolvimento da equipa. Ao envolver a equipe nesse processo, você promove um ambiente de colabora??o e apoio mútuo. Demonstrar abertura para mudan?as e a vontade de melhorar com base no feedback recebido refor?a a confian?a e a transparência dentro da equipa.

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5 Foster Feedback

For feedback to be truly effective, it must be a continuous process. Foster an ongoing dialogue with your team by regularly asking for feedback and providing it in return. Establish routines such as end-of-project debriefs or monthly check-ins to ensure feedback remains a priority. By normalizing the exchange of feedback within your team, you create a culture of continual learning and development that benefits everyone involved.

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Fernando Lachado ?

Técnico em Decora??o de Interiores ??? Gestor de Marketing ?? Escrita Criativa ??
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O feedback eficaz deve ser um processo contínuo. Promova um diálogo constante com a sua equipa, pedindo feedback regularmente e fornecendo-o em troca. Estabele?a rotinas como debriefs no fim do projeto ou check-ins mensais para garantir que as opini?es sejam uma prioridade. Ao normalizar a troca do feedback dentro da equipa, você cria uma cultura de aprendizagem e desenvolvimento contínuo que beneficia todos os envolvidos. Um ambiente onde o feedback é frequente e construtivo pode aumentar a confian?a e a transparência entre os membros da equipa, conduzindo a um melhor desempenho coletivo. A valoriza??o de opini?es diversas e a abertura para sugest?es n?o só melhoram os processos internos como também incentiva a inova??o e a criatividade.

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6 Measure Progress

Lastly, it's important to measure the progress you make in enhancing your leadership skills. Set benchmarks for the goals you've established and periodically review them. Celebrate successes, no matter how small, and recalibrate your approach if certain strategies aren't working. Monitoring your progress not only motivates you to keep improving but also demonstrates to your team the value you place on personal development and the power of constructive feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can maximize your leadership skills through feedback.

1

2

3

4

5

6

7

1 Embrace Openness

2 Seek Diversity

3 Reflect Critically

4 Act Decisively

5 Foster Feedback

6 Measure Progress

7 Here’s what else to consider

Career Development

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Here's how you can maximize your leadership skills through feedback.

1

2

3

4

5

6

7

1 Embrace Openness

2 Seek Diversity

3 Reflect Critically

4 Act Decisively

5 Foster Feedback

6 Measure Progress

7 Here’s what else to consider

Career Development

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感谢您的反馈

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