Feedback and coaching are essential skills for supervisors, but they are not always easy to master. How do you handle feedback from your own manager or peers and use it to improve your supervisory skills? In this article, we will share some tips and strategies to help you become a more effective and confident supervisor.
Feedback is a gift, not a threat. It helps you identify your strengths and areas for improvement, as well as align your goals and expectations with your manager and team. To receive feedback well, you need to be open and curious, not defensive or resistant. Listen actively, ask clarifying questions, and thank the person for their input. Avoid arguing, making excuses, or taking it personally. Remember that feedback is not about you as a person, but about your behavior and performance as a supervisor.
Providing feedback can either motivate or demotivate your team, making careful consideration and practice essential. Drawing from my 15 years in the aviation industry, I've distilled the best practices into key points: 1. Positive First:** Initiate feedback with positive aspects before addressing negatives. 2. Storytelling Format: Present negative feedback in a storytelling format, illustrating impacts and adverse effects. 3. In-Person Delivery: Conduct all feedback sessions in person and avoid involving others. 4. Guidance for Success: Accompany feedback with guidance on paths for future success. 5. Mentorship Support: Assist in overcoming negative feedback by offering appropriate mentorship.
Para melhorar minhas habilidades de supervis?o, abordo o feedback de meu gerente e colegas de forma construtiva e receptiva. Analiso cuidadosamente o feedback recebido, identificando áreas de melhoria e oportunidades de crescimento. Utilizo esse feedback para ajustar minhas abordagens de supervis?o, adotando novas técnicas e estratégias conforme necessário. Além disso, busco feedback regularmente, demonstrando um compromisso contínuo com o aprimoramento de minhas habilidades de lideran?a e supervis?o. Ao incorporar feedback de maneira proativa em meu desenvolvimento profissional, busco alcan?ar padr?es mais elevados de eficácia e excelência na supervis?o da equipe.
I agree that feedback should be viewed positively rather than negatively. It is an opportunity to learn and grow, helping you become a better supervisor. Being open and willing to listen is essential for gaining valuable insights. Asking questions for clarification shows that you value the feedback and want to understand it fully. Ultimately, focusing on the feedback rather than taking it personally can lead to meaningful improvements in your supervisory skills.
Feedback is only useful if you act on it. After receiving feedback, take some time to reflect on it and evaluate its validity and relevance. Consider the source, the context, and the evidence of the feedback. How does it match or differ from your own self-assessment and other feedback sources? What are the key messages and implications of the feedback? How can you use it to improve your supervisory skills and outcomes?
Reflecting on feedback has been instrumental in shaping the person I am. I strongly believe that this skill is essential for everyone. I've distilled the process into four easy steps: 1. Identify Feedback Type: Determine if the feedback is positive or negative. 2. Enhance Positive Feedback: For positive feedback, pinpoint areas for improvement and elevate your performance. 3. Address Negative Feedback: If feedback is negative, identify weak points and seek mentorship to improve those areas. 4. Create a Tracker: Develop a personal tracker to assess your efforts in addressing feedback shortfalls. By consistently tracking and reflecting on feedback using these steps, I guarantee personal improvement within a month.
Nossa primeira rea??o ao receber um feedback negativo é querer contestar, entretanto esta n?o é a melhor solu??o. Ao receber um feedback, devemos refletir sobre o que foi dito, se quem disse tem competência e conhecimento para dar aquele feedback, se é algo que já foi percebido por outras pessoas e se há coerência no que foi dito. O próximo passo, é analisar a própria conduta - praticando o auto-conhecimento - para entender como a sua postura ou seu comportamento foram percebidos por outras pessoas. Depois disso, entendendo como pode melhorar, tente incorporar a nova atitude a sua rotina, evitando novo feedback sobre o mesmo ponto.
Feedback without action is wasted. Once you have reflected on the feedback, create a specific and realistic action plan to address the areas for improvement and leverage the strengths. Set SMART goals (specific, measurable, achievable, relevant, and time-bound) and identify the resources and support you need to achieve them. Write down your action plan and share it with your manager or peers for accountability and feedback.
Dreaming big requires actions aligned with your aspirations. A quantifiable action plan is the key to success. I recommend a four-step process: 1. Task Breakdown: Break your dream into small, achievable, and quantifiable tasks. 2. Set Target Dates: Assign realistic target dates to each identified task. 3. Weekly Evaluation: Assess your progress weekly to ensure you're on the right track. 4. Bi-Weekly Adjustment: Review your progress bi-weekly and make course corrections if necessary. Following these steps ensures significant improvements in your life and underscores the value of creating a robust action plan.
Feedback is a two-way street. As a supervisor, you also need to give feedback to your team members and peers to help them grow and perform better. Feedback should be timely, specific, constructive, and balanced. It should focus on the behavior and results, not the person or the intention. It should also include praise and recognition for what is going well, as well as suggestions and guidance for what can be improved.
Ao dar um feedback negativo, seja cuidadoso e generoso, respeitando as diretrizes da comunica??o n?o-violenta(CNV). N?o é porque o feedback é negativo que ele tem que magoar e entristecer a pessoa, muito pelo contrário, ele deve ser dado de forma que a pessoa escute desarmada, para poder refletir sobre o que foi apontado como ponto de melhoria. Ao final, n?o esque?a de refor?ar os pontos positivos da pessoa, para que ela perceba que você n?o está somente atento aos erros dela, mas sim aos acertos, também.
Feedback is not enough to develop your team. You also need to coach them to help them learn, solve problems, and achieve their goals. Coaching is a collaborative and empowering process that involves asking open-ended questions, listening actively, providing feedback, and facilitating action. Coaching helps your team members discover their own potential, develop their skills, and take ownership of their performance.
If you're a leader or manager, aspiring to build a great team might seem elusive, but I believe it's not a myth. Instead, it requires coaching and preparing your team through specific steps: 1. Conduct a GAP analysis of your team, assessing their skills, abilities, and methodologies. 2. Coach them based on the GAP analysis findings, guiding them on overcoming identified shortcomings. 3. Continuously monitor their progress, ensuring they stay on the right path. 4. Sustain team motivation. By adhering to these steps, you can effectively cultivate a great team, aligning everyone toward a common objective.
Feedback is a continuous cycle of learning and improvement. As a supervisor, you should not wait for feedback to come to you, but actively seek it from your manager, peers, team members, and other stakeholders. Asking for feedback shows that you are committed to your own development and that you value the perspectives and opinions of others. It also helps you build trust and rapport with your feedback providers and enhance your communication and relationship skills.