You’re an executive trying to build better relationships with your team. How can you use feedback to do it?

I'm going to provide a real-life example - 3 new people had recently joined the marketing team. Each had new ideas on how we could project manage more efficiently. Admittedly, I had some resistance to a process that "appeared" to be working. I scheduled a team meeting for a round table discussion about what was working and what wasn't - it came down to confusion with the project briefs. The flow of the brief was reorganized & represented to the team - and embraced. We ended with a much better solution allowing each team to quickly move to the section relevant to their scope of work. Lessons learned: 1) Everyone had an opportunity to be heard & contribute, & 2) We can always be better no matter where you are on the org chart : - )

It is important to let your team members to know that you are that kind of manager who is open to listen and to hear. It is really effective to let people know that you hear and understand their concerns and ideas. Hence, team members openly share their best suggestions and concerns. It increases your understanding of situation and quality of decisions you can make. While receiving concerns and suggestions from team members is very important to express empathy and compassion and to avoid any signs of judgements like critics or appreciation. You should appreciate giving you feedback, opinion and concerns, without judging it. Instead of that it is better to ask additional questions to discover what factors were considered.

To build better relationships with your team using feedback: Encourage open communication. Have regular check-ins. Practice active listening. Acknowledge and appreciate feedback. Take action on feedback. Provide feedback in return. Follow up on implemented changes.

Ouvir mais do que falar, este com certeza é um dos segredos de maior sucesso entre as lideran?as. Para isso é necessário humildade e saber que "estar" liderando é um processo que tende a ser momentaneo, ou seja, as posi??es podem se inverter e o que vai ficar é aquilo que você fez enquanto líder. Pense nisso.

Actively seeking and utilizing feedback. I aim to create an open and transparent feedback culture where team members feel comfortable sharing their thoughts and concerns. I encourage regular one-on-one meetings and team feedback sessions to gather insights on their experiences, challenges, and ideas. By actively listening to their feedback, I gain valuable insights into their perspectives and needs, which helps me tailor my leadership approach accordingly. I also make it a point to provide constructive feedback in a timely and respectful manner, acknowledging their contributions and areas for improvement. This collaborative exchange fosters trust, strengthens communication, and ultimately leads to a more engaged and motivated team.

Wir Menschen brauchen Perspektive, um zu handeln. Die t?glich neuen Ereignisse lassen Perspektiven "alt" aussehen, daher empfehlen wir zeitnahe Rückmeldungen binnen 24 Stunden. Da Perspektiven, wie bei einem Unfall ganz unterschiedlich sein k?nnen, aufgrund des Winkels, nutze bitte die "Ich-Perspektive". Würde bedeuten: "Ich habe erlebt xyz"; "das hatte die Wirkung xyz auf mich"; "was ich mir wünsche ist nun xyz".

Im Kerne kann man sagen: Es sollte Feedforward hei?en. DENN: Wir wollen ja durch Rückmeldung, dass die Person m?glichst ein neues Verhalten für die Zukunft erlangt und gewinnen kann. ??Gib nur Rückmeldung zu Dingen, die auch ge?ndert werden sollen/k?nnen. ??Weniger ist mehr. Nur eine Sache zugleich rückmelden, damit die ?nderung als wirksam erkannt werden kann.

Keeping one important thing in mind is always validating the feedback with the Arial view helps to improvise and ensure the changes which will reflect in fruitful outcomes

Wer die Motive seiner Mitarbeiter kennt, kann gezielt die Triebfeder des Individuums nutzen, um neue Verhalten anzuregen. Was gibt es für Motive? ?? Macht ?? Unabh?ngigkeit ?? Status ?? Neugierde ?? Beziehungen ?? Anerkennung ?? Rache um nur einige der wichtigsten zu nennen im B2B Bereich. Wenn wir nun herausfinden, dass dieses Motiv der Person wichtig ist, definieren wir es, um ein Ziel dahinter zu verstehen. Beides verbinden wir mit dem Feedback.

Konsistentes und faires Feedback - Der Schlüssel zum erfolgreichen Leadership! ?? Etabliere Konsistenz – Wir haben z.B. regelm??ige Feedback-Zyklen eingeführt; regelm??ig gibt es Zeit für offenen Austausch und konstruktives Feedback ?? Lege Format und Kriterien fest – dadurch erzielst Transparenz und sorgst für Fairness ?? Vermeide Voreingenommenheit – Basiere dein Feedback auf objektive Fakten und Leistungen, nicht auf pers?nlichen Beziehungen ?? F?rdere eine Feedbackkultur und schaffe einen Raum des Dialogs, des Lernens und somit kontinuierlichen Verbesserung ?? Konsistentes Feedback führt zu Zufriedenheit - es tr?gt nicht nur zur Verbesserung der Leistung bei, sondern auch zur Steigerung der Zufriedenheit und Loyalit?t im Team.

Have regularly scheduled meetings with team members and make feedback a part of those meetings so it is not a one-off but something you talk about every time you meet. When feedback becomes part of normal dialog, it becomes a conversation and not a conflict. Also remember most feedback is positive so those few times it is constructive or what the team member sees as negative will be balanced with all the previous conversations. You should also be soliciting feedback on yourself during these meetings.

Showing vulnerability by sharing past mistakes or missteps can go a long way in building trust. Use this to help open the door to communication and actively ask for feedback in a way that demonstrates joint ownership of problems and equal stakeholders in the relationship.

Start with a culture of openness, ensuring feedback flows both ways and is seen as a tool for growth. Encourage regular, constructive feedback sessions where positive achievements and improvement areas are discussed. Lead by example by soliciting feedback on your performance and acting on it, demonstrating that everyone’s contributions are valued and that personal development is a shared goal. Recognise and celebrate progress and achievements based on the feedback. This approach fosters a sense of belonging and respect and drives collective and individual growth, ultimately strengthening team bonds.