How can you get honest feedback on your leadership style?

Get a piece an A3 piece of paper and stick it up. One side write - you are good at ...(list two things) Other side - you need to improve at ...(list one thing) The good will make them feel good and the improvement usually will be similar across this board of feedback.

In my experience you don't have to ask for regular feedback, if you have good collaboration in team them your colleagues will let you know the rights and wrongs just with the flow.

To obtain honest feedback on your leadership style, create a culture of open communication and trust within your team. Encourage anonymous surveys or feedback sessions to provide team members with a safe space to share their thoughts candidly. Actively listen to their perspectives, be receptive to constructive criticism, and demonstrate a willingness to make improvements based on their feedback. Regularly seek input from peers, mentors, or external coaches who can offer valuable insights and perspectives on your leadership approach.

If you want to grow as a Leader, getting feedback on an ongoing is much needed. For this, one has to get 360 feedback. What does it mean? Feedback from -Leaders -Peers -Team Take feedback from your Leader to understand how you are growing as a Leader and areas of improvement. From your Peers, understand how well you collaborate and work in cohesion. Team members can help you give feedback if you are good at team building, show favoritism, and guide and lead the team to success. Tip: Maintain positive and healthy professionalism with your Leader, Peers, and Team!

To gather honest feedback on your leadership style from a business and legal standpoint, implement anonymous surveys to encourage open communication ??. Offer multiple channels for feedback, ensuring confidentiality to protect legal concerns. Foster a culture of trust and transparency within your organization to facilitate candid responses. Utilize 360-degree assessments to gather insights from peers, subordinates, and superiors. Analyze feedback objectively, focusing on areas for improvement while acknowledging strengths. #LeadershipFeedback #TransparentCulture

Maintaining a clear leadership style with employees involves effective communication, setting clear expectations, and providing consistent guidance. Leaders should foster an environment of transparency, where feedback is encouraged and decisions are explained. Establishing trust and empathy builds rapport and strengthens the team's cohesion. Delegating responsibilities while offering support and guidance empowers employees to excel. Regular check-ins and constructive feedback sessions ensure alignment and continuous improvement. Overall, clarity, consistency, and empathy are essential elements in maintaining a clear leadership style with employees.

Está claro que ser específico es básico. Otro aspecto que siempre funciona es la técnica del sandwich para hacer comentarios que puedan ser difíciles: primero halago o buena noticia, luego el problema en cuestión, y finalizar por buena noticia.

Lo primero a veces es tener una reacción contraria a lo que se escucha. Pero hemos de saber ser profesionales y analizar lo que dicen de nosotros para mejorar.

Prior to seeking feedback on leadership styles, establishing psychological safety within the company is paramount. When employees feel secure enough to express their needs and thoughts openly without fear of repercussions, they can provide honest feedback. Without a culture of psychological safety and openness, employees may feel compelled to provide feedback that aligns with expectations rather than their genuine opinions. Therefore, fostering psychological safety and a culture of openness takes precedence to ensure authentic and valuable feedback on leadership styles can be obtained.

By attentively listening to employees, acknowledging their perspectives, and validating their experiences, you demonstrate genuine appreciation for their contributions and concerns. Engaging in empathetic listening fosters trust, enhances morale, and strengthens the employee-manager relationship. Providing undivided attention, paraphrasing their thoughts, and asking clarifying questions show that their opinions matter and are valued. Actively seeking feedback and implementing suggestions further reinforces their significance within the organization. Overall, effective listening communicates respect, empathy, and appreciation, fostering a positive and supportive work environment conducive to employee satisfaction and productivity.

To listen and acknowledge important but then acceptance is equally important, later comes evaluation of the feedback because not all feedbacks are true feedback, it might be sometimes cause of some specific situation.

A leader is who listens and take its team also with them. He is more into listening and understanding and acknowledging its team efforts rather than ordering team.

If you don't give feedback, you definitely won't get any in return. And if your feedback only ever sounds like criticism, and misses positive opportunities, no one will give you the time of day. Be fair, consistent, timely and sincere. Positive feedback loudly and in public, developmental feedback in private.

Giving meaningful feedback is one of the most important and difficult parts of leadership. Why? Because "good job" is not feedback. Feedback is concrete, supportive and need to be tailored to the recipient. My top 3 learnings: 1. Only positive comments on performance can become daunting and lead to fear of failing. I always give examples what I think would be a great next step to develop further. 2. Feedback is an even more special gift for your manager. In my role I have to make quite often announcements or have to address special occasions. It is great to hear that it was inspiring or engaging. 3. Positive feedback doesn′t need to be complex and can be in the moment. Critical feedback should receive some thoughts before dealing it out.

Seek open and public ways to receive and act on feedback. When someone criticises you or questions your decision in an open meeting, thank them for their views and, after a suitable period of reflection, demonstrate your willingness to change, learn and grow in response to their feedback. In modelling this behaviour, others will trust that feedback really is not only welcome but actively sought. Don't expect quick results. It takes time to foster a culture of trust, but never miss an opportunity to demonstrate your personal buy-in to a feedback-rich culture.

A feedback culture should be established early on as a leader. Teams need to feel safe and secure that their feedback will be heard and not used against them. Start by asking questions about how you can best support them as a leader and respond appropriately. This is a great opportunity to show your team that you are responsive and they are heard.

Feedbacks are a key to continuous changes and improvements. with regular feedbacks we can improve and perform better. It can make a company or a person work better towards a shared goal and personal strengths.

Creating a feedback culture where people view it as an opportunity requires more than just implementing systems and processes. It's about fostering a mindset shift and building trust within your team or organization. Encourage everyone to participate actively in the feedback process, both by giving and receiving it. Foster a culture of continuous learning and development. Building a strong feedback culture takes time and effort. Be patient, address challenges constructively, and continually iterate on your processes. By consistently showing its value, fostering trust, and providing the support, you can turn feedback into a powerful tool for individual and organizational growth.

Feedback culture comes out of a good "leadership". So if a team is under good leadership, environment is healthy and culture develops on its own.

Foster a culture where feedback is not only given by superiors but also encouraged among peers and subordinates. This inclusivity promotes a holistic understanding of leadership dynamics and fosters a collaborative approach to growth and development. Moreover, embrace a growth mindset that views challenges and setbacks as opportunities for learning and improvement. By embracing a culture of continuous learning and improvement, leaders can inspire their teams to strive for excellence and innovation.

Organisations with high degree of shame often have a ‘polite culture’ - where people are too ‘nice’ to have tough conversations about behaviour or work product. The issue is, it’s not nice, because it means employees are denied opportunities to grow, and only find out they are underperforming when they have a bad appraisal or lose their job. If you’re struggling with feedback, then thing you need to work on is shame.

To get feedback is good, to think you will get honest feedback is a little of a myth. The only feedback you can relay on is that what you get from your team, customers and oposition when they feel safe to give it. Although I am not opposed to a formal feedback session, I have observed that the value is often less than some of the following: 1 - A team member adopting one of your good traits. 2 - You strategy being implemented by your team. 3 - Your team defending you when it is not to their benefit. 4 - Your team getting good feedback on their performance. If you suceed getting these types of feedback on a regular basis you most likely already died and when to heaven. It is not common or popular, but really good feedback to get.

The more authority and power you have within an organisation, there is a greater responsibility to ensure that you are taking time to listen to the feedback of staff. The challenge with this is creating the psychological safety for people to be honest without fear of repercussions for giving constructive feedback if taken the wrong way. This takes time and the key is building trust in relationships when people are willing to tell you the hard truths when you need to hear them.

I'd reccomend sending out an anon survey for your team to answer, or print a paper one and pass it out. If you really want that honesty, that's a good way to get it. Be careful how you let this feedback effect you. If you take it in stride and use it to improve, your staff will be more likely to be open and honest with you in the future.

I hate to break it to you, but honest feedback is rare. People often play it safe, aiming for outcomes with no risk of harm. A better strategy is to seek immediate, context-based feedback: - Read cues from interactions with peers. - Use a framework to confirm assumptions, acknowledging they are just that. - Commit to continuous, incremental improvement. This approach is utilitarian and outcome-oriented, focusing on what you can control. It might seem individualistic, but self-improvement benefits everyone. You can control immediate reactions but not how others internalize your actions.