Here's how you can overcome common challenges when giving feedback.

Understanding bias is crucial when giving feedback. We all have preconceived notions that can influence our perspective. To overcome this challenge, approach feedback sessions with a clear mind and focus on facts. Strive to be objective and fair in your feedback, ensuring it is relevant to the individual's performance and behavior. By doing so, you can provide effective and valuable feedback that encourages growth and improvement.

The moment we start giving feedback while overwhelmed by personal interpretations, we enter a risky zone. Non-judgment is the key tool we need to approach with from the start.

Sometimes we tend to beat around the bush when giving feedback because we fear that being direct might hurt the person receiving it. However, often the opposite is true—this indirect approach can come across as though we are avoiding the issue, potentially causing more harm than good, as the person might not truly understand what they need to work on.

Creating cultures where sharing feedback in the moment means it normalising it. No feedback should ever be surprising. When giving feedback, opening with a question - "are you open to me sharing something that I think will help you?" - means the person receiving it can share whether they are able to accept the feedback in that moment. It could be they have something going on for them which makes processing feedback an unwanted burden and too difficult at that time. That doesn't mean the feedback shouldn't be given, or isn't valid, it just means the circumstances and context might need to change. Approaching feedback as a gift to support growth and development in this way makes it not about the giver, but all about the beneficiary.

Los líderes que desarrollan la habilidad para comunicarse y escuchar asertivamente lograr resultados excepcionales en el comportamiento y actitud de la otra personal. Fomentar estos espacios para dialogar y no asumir previene futuros conflictos y crea alianzas poderosas entre líderes, equipos y clientes.

Offering support sometimes is a crucial way to help others. Sometimes others are shy and they cannot have a conversation to their friends or relatives or even colleagues.

Les comparto estas estrategias para que no dejen pasar por alto el dar seguimiento a sus equipos de trabajo: 1. Establece reuniones regulares: Programa chequeos regulares, ya sean semanales o mensuales, para mantener la comunicación abierta y constante. 2. Utiliza herramientas de gestión de proyectos: Implementa software que permita a todos los miembros del equipo ver el progreso de las tareas y colaborar fácilmente. 3. Feedback constructivo: Asegúrate de proporcionar retroalimentación positiva y constructiva que motive y guíe a tus empleados hacia la mejora continua. 4. Reconoce el esfuerzo: No solo monitorees el rendimiento, sino también reconoce y celebra los logros del equipo para fomentar un ambiente de trabajo positivo y motivador.