Your core leadership beliefs and values are being challenged. How can you navigate this feedback effectively?

En mi recorrido por el mundo corporativo liderando equipos comerciales, aprendí el valor de la flexibilidad en el liderazgo y la razón es muy simple; los vendedores (como todos los demás seres humanos) somos únicos desde como vivimos las experiencias y en consecuencia todos, todos, tenemos algo que aportar y darle valor, reconocimiento, relevancia, respetando las individualidades que suman, hace que el trabajo en equipo sea más contundente, pero, además, gratificante porque se siente cada uno que es tenido en cuenta, que forma parte de algo. Hacernos conscientes, como líderes, de que no solo nuestra experiencia, sino la de todos, la construimos a partir de como alimentamos nuestro recorrido, facilita la flexibilidad y apertura. #Openmind.

Niemand ist perfekt und Führungskr?fte schon gar nicht, da sie derart vielseitige Aufgaben – neben ihrer Rolle als Coach und Mentor – zu erfüllen haben. Da ist oftmals nicht die Zeit für regelm??ige Reflektionen. Sofern mal als Führungskraft das mal erkannt hat, sollte man sich freuen, wenn man Feedback zu seinem Führungsstil bekommt. Jegliches Feedback ist wertvoll! Wertlos wird es nur, wenn man nichts daraus macht. Wichtig ist, dass man sich die Zeit nimmt und es reflektiert. Danach kann man dann entscheiden, ob man es annimmt oder nicht. Wichtig ist aber auch der Dialog und die Rückmeldung an den Mitarbeitenden bzw. an das Team.

When your core leadership beliefs and values are challenged, it's essential to approach the situation with an open mind. Resist the urge to become defensive or dismissive. Instead, view the feedback as an opportunity for growth. Embracing openness means actively listening to different perspectives, even if they contradict your own. This attitude fosters a culture of learning and adaptability, allowing you to refine your leadership approach. By welcoming diverse opinions, you not only expand your understanding but also demonstrate resilience and a commitment to continuous improvement.

When my core leadership beliefs and values are challenged, I see it as an opportunity for growth. Feedback, even when it feels uncomfortable, is a crucial part of evolving as a leader. I start by listening actively, setting aside my ego, and understanding the perspective being shared. It’s essential to approach these moments with curiosity rather than defensiveness. I ask questions to clarify, reflect on the feedback, and assess if adjustments are needed to align better with my team and goals. At the core, my commitment is to lead with authenticity, empathy, and integrity. By embracing feedback, I can adapt, refine my approach, and continue to foster a culture of trust and collaboration. Growth happens outside our comfort zones!

These strategies can help you navigate challenges to your leadership beliefs constructively. Stay Calm: Approach the feedback with composure, allowing yourself time to process before reacting. Engage in Active Listening: Fully listen to concerns without interruption to understand different viewpoints and underlying issues. Identify Common Ground: Look for shared values or goals that can help bridge differences and foster collaboration. Invite Diverse Opinions: Encourage a dialogue by inviting other team members to share their perspectives, enriching the conversation. Reassess Your Beliefs: Be willing to adapt or refine your leadership values based on valid feedback while staying true to your core principles.

Le escuché a Alex Rovira Celma, que los valores, es aquello a lo que le damos valor. Creo que tiene razón y en este sentido lo que para mí son "valores" puede que para el otro no lo sea. Aquí radica la importancia de definir al interior de la empresa, dentro del marco de planeación estratégica, además de la visión, misión, los principios y valores con los que se va a direccionar la compa?ía. Si esto no se hace, se deja la puerta abierta a lo que es una realidad y es que los principios y valores individuales son subjetivos y ajustados al nivel de consciencia, entendimiento, entorno, costumbre, etc. de cada individuo. Cuando formamos parte de un grupo social, debemos regirnos por unos acuerdos (normas) establecidos, si no, es muy difícil.

Feedback is not an attack; it’s a mirror—are you willing to look closely? After receiving challenging feedback, take time to reflect on it deeply rather than reacting impulsively. Ask yourself: “What truths might be hidden in this feedback?” and “How does this align with my long-term leadership vision?” Reflection is not about overthinking but about creating space to understand the core of the feedback and its implications. Journaling can be a powerful tool to unpack your thoughts and emotions, helping you discern whether the feedback is valid or a reflection of differing values. This process leads to more intentional responses and less reactive decisions.

Always, always always take time for reflection. What is going well? Where is their chance for improvement? Where am I lacking? I love the SWOT analysis format. It's so simple and timeless.

La réflexion profonde est le c?ur de tout bon leadership. Prendre le temps d'analyser les commentaires et d'y réfléchir avec honnêteté permet de mieux comprendre nos zones de développement. C’est un exercice essentiel pour aligner nos actions avec nos valeurs. Le véritable leadership ne se résume pas à des décisions rapides, mais à la capacité de prendre du recul.

After receiving feedback that challenges your beliefs, it's crucial to seek clarity. Ask questions to fully understand the concerns being raised. This process involves engaging in meaningful conversations to explore the specifics of the feedback. Clarifying the intent behind the feedback helps prevent misunderstandings and ensures that you're addressing the right issues. It's important to differentiate between constructive criticism and differing viewpoints, allowing you to respond appropriately. Seeking clarity not only helps you better understand the feedback but also demonstrates your willingness to engage deeply with it.

La clarté est le pilier d'un leadership inspirant. Face aux critiques, il est crucial de faire le tri entre les faits et les émotions, et de clarifier ce que ces retours révèlent réellement. être clair sur ses valeurs, ses intentions et ses objectifs permet de transformer les commentaires en opportunités concrètes de développement.

Throughout your leadership journey, you should welcome situations where your beliefs and values are challenged. The first step is to assume positive-intent as individuals with diverse experiences may be trying to help you see things from a nuanced perspective. This is where a “Personal Board of Directors” can be incredibly valuable. Throughout your career, nurturing a trust-worthy collection of mentors, coaches, former managers and/or employees is a worthwhile endeavor. While these individuals may not be involved in your current challenge, they will have a strong understanding of your values, self-worth and purpose. Your Personal Board of Directors can be a safe space to talk through the feedback received and provide balanced perspective.

To be an effective leader, you need to focus on driving results - both for the organization and your team. If your leadership values aren’t connecting with or helping your team, consider their perspective. Finding a way to balance your own style with the needs of your team will result in the highest success - after all, it is easier to get through to people if you’re communicating in a manner they recognize and understand

Value systems and beliefs arise from the unconscious in the Jungian perspective. These are generally distilled through cultural, religious and caregiver influences. In the Vedic system, these can also be passed through our genes at birth. These values and beliefs create our conscious mindset, behaviours and outcomes. Decisions are not always made through the conscious mind, but often through the unconscious emotional beliefs. Values and beliefs are individualised. It is not surprising that while they can be archetypes who share your values and beliefs, others may question and dispute. Receiving such feedback openly, having them clarified and reflecting, helps balance contrarian feedback with one's own. This is a needed leader attribute.

Having our core leadership beliefs and values challenged can be deeply unsettling. After all, they are called "core" for a reason - they are foundational to our identities as leaders. So try and reflect. First look inside - how important are those beliefs and values for you? how are they serving you and those around you? are some of your beliefs limiting your success? how rigid are they? If you find out that you are not willing or able to change them, then look outside - how important is the relationship with the person who provided the feedback? what are you willing to tolerate? how often are you receiving such feedback? Sometimes, such feedback may be a prompt to review our beliefs. And other times, it may mean we are in the wrong place.

Endeavor to comprehend their viewpoint and the influence your leadership exerts upon them. Keep in mind that: Adjust, not abandon: While maintaining your core values, recognize that effective leadership may call for compromise and adaptability. Embrace diverse perspectives: Emphasize open-mindedness and the capacity to see situations from multiple angles to foster more inclusive leadership. Champion nuance: By reconciling different viewpoints, you can cultivate a well-rounded and comprehensive leadership approach.

The best response to feedback isn’t just words—it’s action. Once you’ve digested the feedback and assessed its validity, it’s time to plan a responsive course of action. This might mean adjusting your leadership style, changing a decision-making process, or enhancing your communication approach. Develop a clear, step-by-step action plan that reflects your commitment to growth. Share this plan with your team or peers to demonstrate accountability and invite continuous dialogue. Being proactive rather than reactive to feedback shows that you’re adaptable and committed to evolving as a leader, which builds credibility and respect.

To effectively develop and implement an action plan, follow these steps: Identify priorities: Determine the most pressing areas for improvement or enhancement within your skillset based on the feedback received. Set SMART goals: Establish Specific, Measurable, Achievable, Relevant, and Time-bound goals for each identified priority, ensuring clarity and focus. Outline actions: Develop concrete steps to achieve each goal, such as enlisting further training, seeking mentorship, or modifying your leadership approach. Timeline and accountability: Assign a time frame for accomplishing each action and establish a system for tracking progress. Consider sharing your plan with a trusted colleague or mentor for added accountability.

As a first step in receiving developmental feedback on one's individualised and often unconscious values and beliefs openly and seeking clarity from feedback givers, one must reflect and review such feedback with a coach, often with the help of psychometric tests which can help determine whether as pointed out whether one has those values and beliefs, and more importantly are they limiting and disempowering. As a coach, I help clients take a few tests, some based on Jungian personality and others on emotional intelligence etc that evaluate one's value and belief systems. The Johari Window is powerful. The clients reflect and interpret the results. If we find the challenges valid we reframe the values and beliefs to empowering ones.

Réagir intelligemment face aux critiques, c'est savoir planifier des actions qui répondent aux retours tout en respectant votre vision à long terme. La réactivité ne doit pas être synonyme de précipitation, mais de stratégie. Un plan d’action solide permet de transformer chaque critique en un point d'amélioration, sans dévier de vos objectifs principaux.

Recomiendo, dentro del plan de Coaching, a cualquier equipo, antes que nada, llegar a acuerdos en el sentido de lo que consideramos deba pasar con la comunicación. Esto parece trivial, pero, le da relevancia a una de las habilidades blandas más importantes al momento de desarrollar inteligencia emocional y es la calidad de la comunicación. ?Por ejemplo, en la actualidad en que casi todo se maneja por WhatsApp, dejar al otro en visto es una falta de respeto, navegar en incógnito, es sospechoso, escribirse por fuera del horario de trabajo, ?se acepta o no? ?Si es una urgencia? Por lo menos con el número de línea corporativa esto no debe pasar, salvo que así lo acuerden. Parece trivial, pero, no lo es, ?transgrede tus valores? ?O no?

Effective communication is key when navigating challenges to your leadership beliefs. Once you've embraced openness and sought clarity, articulate your thoughts and responses clearly and respectfully. Ensure that your communication is both assertive and empathetic, balancing the need to express your beliefs with an understanding of others' perspectives. Acknowledge the feedback you’ve received, and if necessary, explain any adjustments or reaffirmations of your core values. This transparent approach not only addresses the concerns raised but also reinforces trust and respect within your team, paving the way for constructive dialogue and mutual growth.

Your values and beliefs, often unconscious, may have been noticed by many as blind spots, with only a few challenging you on them. These challenges need to be taken seriously being open, seeking other's feedback, clarifying them with tests and a coach and then if valid, reframing them and planning changes to one's behaviour. An aggressive manager I coached refused to believe till data was presented. The client reflected, reframed and changes. The challenge was to communicate this to those who were affected. The client then offered to pay money into a team fund every time they lapsed into the old behaviour. The team took him seriously and helped shed the old behaviour soon. Communication and open dialogue led to continuous improvement.

Un grand leader ne se contente pas de comprendre les critiques, il sait aussi les adresser avec transparence et impact. La communication est clé pour apaiser les tensions, clarifier les malentendus et montrer que vous prenez les feedbacks au sérieux. Une communication claire et authentique renforce la confiance de votre équipe et de vos partenaires.