To ensure your feedback resonates with a leadership team that has varying styles, start by tailoring your communication approach to each individual's preferences. For analytical leaders, provide data-driven insights and concrete examples. For relational leaders, focus on the emotional impact and team dynamics. Recognize their unique strengths and frame feedback in a way that highlights how it aligns with their leadership style. Practice active listening to understand their perspectives and adjust your messaging accordingly. Encourage an open dialogue, allowing each leader to engage and reflect on the feedback. By personalizing your approach, you build trust and make the feedback more actionable for each leader.

To ensure feedback resonates with each leadership style on your team, you can take the following approaches: Know Their Style: Understand whether they are analytical, results-driven, relationship-oriented, or big-picture thinkers. Tailor your approach to match their decision-making process. Customize Feedback: Frame feedback based on their preferences. For example, analytical leaders may value data-driven insights, while relationship-oriented leaders may appreciate feedback tied to team dynamics. Be Direct Yet Flexible: Some leaders prefer direct feedback, while others need a more diplomatic or supportive approach. Adjust your tone and delivery accordingly.

To ensure feedback resonates with each member of a diverse leadership team, tailor your communication to align with their individual styles and preferences. Start by understanding each leader’s unique approach and values through observation and direct inquiries. Craft your feedback to match their communication style—some may prefer direct, concise language, while others might appreciate more detailed, context-rich information. Employ emotional intelligence to gauge the best timing and setting for delivering feedback, ensuring it is both constructive and receptive. Regular, personalized feedback fosters a culture of continuous improvement and helps bridge differing leadership styles effectively.

One of the frameworks that I've used with my teams in previous roles is the 3Rs framework: Relate, Reframe and Reinforce. It starts with Relating your feedback to their individual goals and values, Reframing it in a mannger that aligns with their perspective and then lastly Reinforce the positive aspects of their performance. To ensure that feedback resonates long-term, its important to establish a culture of continous feedbac and development. Schedule regular check-ins and encourage the leaders to seek feedback from their teams and peers.

Read.Me.... It is so helpful to be brave and vocal about your style. When I facilitate leadership offsites or help newly forming leadership teams build trust, we always do the "read.me" exercise. We create explicit documents that outline what everyone's leadership style and values are, and how they most effectively give and receive information. Articulating, sharing, and knowing this about yourself (!!!) and your peers is a gift. You are less likely to dance around differences or *hope* that someone will understand something about you. It's out there in the open. This breaks through barriers and builds trust rapidly. And, it's fun!