What do you do if you're struggling to effectively give and receive feedback as an executive?

Comienza por analizar tu estilo al dar feedback: ?Eres directo o indirecto? ?Te centras en lo positivo o negativo? Considera la perspectiva del receptor y utiliza un lenguaje claro y específico para evitar confusiones. Al recibir feedback, mantén una actitud abierta y receptiva. Escucha con atención y busca comprender la perspectiva del otro. Si no estás seguro de algo, solicita aclaraciones. Recuerda que el feedback no es un ataque personal, sino una herramienta para el crecimiento. Ser honesto contigo mismo y con los demás te permitirá mejorar tus habilidades de comunicación y liderazgo. El feedback efectivo es esencial para construir relaciones sólidas, mejorar el rendimiento y alcanzar el éxito como ejecutivo.

So how much do we value our self-improvement? Do we really want to transform ourselves? Task for the team : Ask yourself ? Do you operate consistently in a Learning zone? Are you open to receiving feedback and seek after it? How do you respond to the feedback you receive? Do you take time to reflect on your feedback? Are you willing to act on the feedback you receive? With that being said, it is imperative that we have the elements of professionalism instilled in us so that we value the benefits of this reflecting process some key behaviours to work on Competence, Knowledge, Conscientiousness, Integrity, Respect, Emotional intelligence, Appropriateness & Confidence! Creative people are the architects of possibility! Street smarts beats IQ!

To assess honestly, I started by recognizing that it's often perceived as easier to give feedback than to receive it. So, I took a step back and reviewed our feedback exchange methods, focusing not just on giving and receiving, but also on how to improve what we might have been missing. I then held a team meeting to explain the goal of changing our approach to feedback. Our primary objective is improvement, not judgment. During the meeting, each team member conducted a self-assessment, which we shared anonymously. Everyone also suggested ways to address their identified weaknesses. Subsequently, we established a new email address for anonymously sending feedback to each other.

If you're struggling to effectively give and receive feedback as an executive, it's important to first recognize feedback as a two-way street that fosters growth and learning. Start by creating a culture of openness, where feedback is seen as constructive. For giving feedback, focus on being specific, objective, and actionable, ensuring it's aimed at behaviors rather than personal attributes. When receiving feedback, listen actively without defensiveness, seeking to understand the perspective being offered. Practice empathy, considering the feedback's intent and how it can be leveraged for improvement. Engage in training or coaching on feedback mechanisms to refine your skills, making feedback sessions more productive and less daunting.

To address challenges as an executive, start by fostering a culture that values open communication and constructive feedback. Seek input from peers, mentors, or coaches to enhance your feedback skills. Actively listen to others' perspectives, acknowledging strengths and areas for improvement. Provide clear, specific, and actionable feedback, focusing on behaviors and outcomes rather than personal traits. Encourage a growth mindset, embracing feedback as an opportunity for development. Foster a safe environment where employees feel comfortable sharing feedback with you. Continuously refine your feedback approach based on experiences and insights, prioritizing transparency and empathy.

La formación especializada puede ayudarte a superar estas dificultades y convertirte en un líder más efectivo. Los cursos y talleres de feedback te ense?arán técnicas para: Comunicar tu mensaje de forma clara, específica y constructiva. Escuchar con atención y comprender la perspectiva del otro. Fomentar un entorno donde el feedback sea regular y valorado. Al invertir en formación, desarrollarás las habilidades necesarias para dar y recibir feedback de forma efectiva. Esto te permitirá mejorar el rendimiento de tu equipo, fortalecer las relaciones y alcanzar tus objetivos con mayor facilidad. Recuerda que el feedback es una herramienta poderosa para el crecimiento personal y profesional.

Giving and receiving feedback is a key skill for successful leadership and development. Feedback can be viewed as part of the target/goal setting process, so always ensure that it’s specific and actionable. Don’t use vague or ambiguous statements. When receiving feedback, be in listening mode; take time to reflect on what’s being said and seek a follow-up conversation later if appropriate. Invest in some training; I’d recommend an instructor-led or in-person course rather than online, as that will include role-play and importantly … feedback!

As a senior leader, if you can't be open to receiving feedback then you can't foster a culture where feedback is openly given and received. Building feedback into communications across an organisation, whether meetings or emails, can become an embedded way of communicating throughout a business that leads to more effective engagement and better decision making. Word of caution... this has to be genuine and acted upon or it doesn't have the desired impact.

As an executive struggling with feedback, addressing emotions is key. Feedback sessions are affective events eliciting emotions from both givers and receivers. Emotion management, including acknowledging and working with these emotions, is critical. A social cognitive theory of emotional regulation suggests focusing on control and values to understand feedback-related emotions. Recognizing the relational foundation of feedback can help executives and employees navigate emotional responses productively. By acknowledging emotions' role, executives can foster an environment where feedback is not just heard but felt and acted upon positively.

El feedback debe centrarse en la acción, no hacerlo personal, para no hacerlo emocional El brindar ejemplo y poner sobre la mesas acciones que requieren un plan de mejora debe realizarse de manera profesional