Your executives are resistant to feedback. How can you get them to truly listen to their team?
To ensure executives heed team insights, foster an environment of mutual respect. Here's a strategic approach:
How have you approached leadership to make them more receptive to feedback?
Your executives are resistant to feedback. How can you get them to truly listen to their team?
To ensure executives heed team insights, foster an environment of mutual respect. Here's a strategic approach:
How have you approached leadership to make them more receptive to feedback?
-
As parents, we practice this well at home - giving feedback and taking feedback. We don’t have a choice here. The same needs to be replicated or practiced as a leader. The accountability lies with the leader to give the feedback at the right time and making sure that the direct report or team member understands the feedback as a value add. Secondly, we are always learning and it’s always a fact that we aren’t experts of how to handle ourselves at all times. Experience and exposures teaches us all and so team members / coach should respect that it’s both sides that feedback works. The habit of taking open feedback both sides helps deliver the culture.
-
The following points should be taken care of- 1. Position feedback as a growth opportunity. 2. Link team feedback to business performance. 3. Establish formal mechanisms for feedback, such as town hall meetings or anonymous surveys. 4. Make listening to the team part of their evaluation criteria. 5. Provide data that backs up the feedback. 6. Highlight examples where listening has worked. 7. Encourage feedback from peers or other executives.
-
Executives often respond best when feedback is tied directly to business outcomes. Other points to consider are - Use Data to Support Feedback -Leverage Influential Voices - Make Feedback a Structured Process -Highlight Risks of Ignoring Feedback -Present Solutions, Not Just Problems -Engage in Active Listening Yourself -Align Feedback with Strategic Goals - Show the Benefits of Listening to Teams Sometimes, executives resist feedback because they fear conflict or the implications of acting on it. Create informal, low-stakes opportunities for dialogue, such as lunch meetings or workshops, where ideas can be shared without pressure.
-
You know what is harder than receiving feedback? Seeking Feedback. Leaders ideally need to to reach a stage where they actually need to seek Feedback from their team members as often as they deliver feedback. Creating a safe space for feedback is not enough as Feedbacks need to be structured in such a way to ensure professionalism, radical candor and a constructive approach that focuses on both what worked and what didn't. . Once these elements are in place, there is nothing undesirable that could come up in a Feedback session.
-
To get executives to truly listen to their team, we focus on creating psychological safety and tapping into their intrinsic motivation. Executives must feel safe being vulnerable and accountable while also seeing the clear value in feedback as a way to foster mastery and autonomy. We use data-driven insights to highlight how listening boosts team engagement and drives business success, turning invisible issues into visible actions that benefit both leadership and the broader organisation.
更多相关阅读内容
-
StrategyHow do you create a strong leadership team and pipeline?
-
Network MarketingHow do you identify and develop the potential leaders in your downline?
-
Leadership DevelopmentHow can you use the Leadership Versatility Index for better leadership?
-
Servant LeadershipHow can you inspire purposeful leadership?