What are some effective feedback techniques for leaders struggling with work-life balance?

Feedback serves as the pulse of an organization, yet the more senior you become, the rarer it gets. Interestingly, this piece links feedback to work-life balance, a connection that might seem like a stretch at first glance. Here's my take: Firstly, giving feedback requires emotional energy. When you're already stretched thin or facing burnout, sidestepping these conversations becomes tempting. Secondly, clear feedback is instrumental in establishing boundaries. Be it addressing a colleague who consistently shirks responsibility or a boss 'voluntelling' you for non-promotable work, voicing your concerns is pivotal. Feedback, when properly channeled, can influence our work-life harmony.

Feedback is a gift. No matter your level in an organization, you need to facilitate an environment and culture where everyone is safe to offer feedback, and everyone is receptive and appreciative of the input received. We can all benefit from honest and constructive feedback. It is still the most effective way to understand our personal impact on a group or organization. We should always thank people for sharing their perspective to help us be better at what we want to do and accomplish.

Words matter. Leaders need to cultivate self-awareness before giving or receiving feedback. Timely, constructive and regular feedback fosters an open, supportive workplace culture, empowering team members. Empowered teams have clarity about roles and expectations, which in turn allows the leader to delegate better - many executives I work with find delegation challenging. Taking this perspective: spending time to build a strong, empowered team is time well-invested, yielding improved work-life balance for both leaders and team members.

Too often feedback is only given in a moment when something has happened and emotions are high. Things are said by both parties that can be hurtful and frustrating, resulting in a damaged or broken professional relationship. A better way to provide feedback is to have regularly scheduled 1:1 meetings. In such cases, feedback is more of an ongoing conversation. Both parties can reference specific events, successes, challenges, etc., that provide opportunities for acknowledgment and praise as well as discussing challenges or shortcomings. A balanced conversation that is not emotionally charged benefits everyone. Creating a path forward and then monitoring progress allows both parties to focus on a positive and productive future.

Leaders must create a safe space where team members can express concerns without fear of repercussions. Additionally, leaders should set a positive example by demonstrating their commitment to work-life balance, emphasising that it's acceptable and essential for a healthy and productive work environment.

I agree to what Kevin was saying. Scheduling regular feedback sessions with your manager and also with your directs (if you have any) and putting them in your calendar is so important. And it is not only about giving feedback but also receiving feedback and being open to actively listening. Agree with your manager and directs a time that works for both sides and how often a good routine looks like. It is a weekly or a bi-weekly meeting or else? In your feedback sessions you might discover ways to improve your challenges at work, e.g is your challenge you are not delegating or you are spending too much time to make everything 100% perfect and maybe 80% would also be enough? Get help and support and ask others for feedback to improve.

Receiving feedback effectively is an art that demands more than mere listening; it requires a proactive and open mindset. Preparation is pivotal—enter the feedback session emotionally equipped and receptive. During the session, your demeanour should be one of gratitude and respect, acknowledging the effort and thought put into the feedback. Post-session, engage in reflective thought to sift through the information received. Distil key themes and actionable points to incorporate into your growth strategy. If ambiguities persist, don't hesitate to seek clarifying information. Ultimately, the goal is not just to hear but to understand, learn, and apply, turning feedback into a catalyst for development.

It has also been said that "enemies" tell us the truth while "friends" don't because they don't want to hurt our feelings. As hard as it may be, maintain a willingness to listen and learn from those who seem critical. Don't be defensive. Thank them for their honesty. In a calm moment, carefully consider what you heard. What can you change or improve based on their feedback? In sports "feedback" is often immediate. We make a mistake and our opponent takes advantage. We see firsthand what must change in order for us to improve and see a better outcome. In business, the outcome may not manifest for weeks or even months. This is where being willing to receive feedback is vital to anyone who is truly seeking to perform at their best.

Managing feedback (especially feedback received) can be stressful and overwhelming. To this end, it's important to prioritise action points when setting goals. Try to avoid doing everything at once; instead, pick 1-2 areas that you feel are either more urgent to develop or can provide the greatest benefit immediately and focus on these. Depending on the business setting, look at delegating some tasks where you can so that you can focus on your developmental goals. Constructive feedback isn't negative, and it's certainly not about you but instead about how you could develop and improve. Consequently, elevate your self-care efforts to ensure your mentality and attitude remain positive.