You're facing feedback challenging your leadership style. How will you navigate this critical juncture?

It's good that someone is giving the feedback. Person gives feedback only when he/she is interested in you. The outcome, like already told by many will depend on the way feedback is received, perceived and acted upon. That part is always in our control.

Feedback is the currency for growth. Don't just ask for feedback, you must listen, take action by practicing new behaviors, and then ask for feedback again. That's the only way you will grow.

It's extremely important to listen. Whether you agree with the feedback or not, you need to be able to work with your team, so it's crucial to understand any issues from their point of view. Maybe it's a misunderstanding, maybe it's just a clash of styles, maybe there's a genuine problem to be addressed. This is a discovery exercise; you can't fix the problem if you don't have all the details.

Active Listening is a good first step. To be even more effective, actually *validate* them. This involves "decoding" the hidden message *behind* the words. Validating is not the same as agreeing! When someone feels deeply heard and understood, they are generally more open to a dialogue. Actively listening to the words only tends to leave the speaker still feeling unheard and not understood.

By actively listening, we're not just passively absorbing information, but we're learning, understanding, and contributing to the conversation. This leads to more informed decisions and more effective feedback.

Engaging a mentor can be invaluable when navigating challenging feedback. A mentor offers an objective perspective and can help you process the feedback constructively. They provide guidance based on their experiences and can offer practical advice on how to implement changes. A mentor can also serve as a sounding board for your reflections and plans, helping you stay accountable. This relationship not only supports your growth but also enriches your leadership journey by providing ongoing support and insights from someone who has faced similar challenges. Mentorship can bridge the gap between feedback and actionable improvement.

I have found that I need to be clear with myself first before I can absorb the input of others. I often ask myself what I want and who I am. 1.) What I want: I consider what my desired outcomes are, what I'm trying to accomplish or, at a very basic level, what needs I'm trying to get met (stability, respect, to be heard, etc.). 2.) Who I am: I find it is helpful to reflect on my personal values. During a time of intense negative feedback, I found working with a coach to be very helpful. She helped me dig into what my personal core values were. I was then able to see what was and wasn't helpful in what I heard. This all assumes that I listened carefully to the feedback. It also allows me to create a foundation before internalizing it.

I would approach the feedback with an open mind. I'd avoid becoming defensive or dismissive, as this can hinder my ability to learn and grow. In fact I'd encourage ongoing feedback as I implement changes.

When facing challenging feedback, seek specifics to fully understand the issues. Request concrete examples of problematic behaviors or situations. Understand the impact of your actions on the team, and create a safe space for honest dialogue. Cross-verify feedback with other team members to see if the issue is widespread. Reflect on and summarize the feedback to identify key areas for improvement. Set clear, actionable steps based on the clarified feedback and share your plan with those who provided it. This approach ensures you address the right problems and demonstrate your commitment to growth.

Strengths-Based Approach: I start by identifying my strengths as a leader. How can I leverage these strengths to mitigate my weaknesses? SMART Goals: I set specific, measurable, achievable, relevant, and time-bound goals for improvement. This gives me a clear roadmap and helps me track my progress. Accountability Partner: I find it helpful to have an accountability partner who can check in on my progress, offer support, and celebrate my successes.

Strategically planning against feedback provided by others is crucial for effective leadership development. We can prepare a table with different plans and actions, including pros and cons to address the feedback challenges. It's advisable to always consult with your mentors or leaders to determine the most effective plan from the list. Alongside a well-defined plan and actions, your dedication and commitment to improvement and implementation are vital for developing your leadership style

As you implement, ensure that the people who gave you feedback are aware that you are acting on it. This is important because it makes them part of your journey, makes them sensitive to and notice changes more clearly, and see your commitment. Ultimately, any change you make is not impactful unless people perceive the impact.

Even though implementing changes in leadership style is challenging, I believe it is a vital part of the strategic plan aimed at reflecting feedback provided by others. I always prefer to start with small changes in leadership style and assess their impact and effectiveness with team members and feedback providers. I communicate these changes to the team members before implementation to ensure everyone understands the benefits, which also encourages others to do the same

Regular Check-Ins: I schedule regular check-ins with my team and colleagues to get feedback on my progress. This helps me gauge the effectiveness of my changes and identify areas for further improvement. Data Tracking: If possible, I track relevant data to measure the impact of my changes. For example, if I'm working on improving employee morale, I might track employee engagement survey scores. Celebrate Successes: I celebrate even small wins along the way. This helps maintain momentum and reinforces the positive changes I'm making.

Consider viewing feedback not as a one-time event but as a continuous process. Regularly schedule feedback sessions to ensure ongoing dialogue and improvement. This proactive approach helps you stay attuned to your team's needs and perspectives, allowing for real-time adjustments to your leadership style. It also demonstrates your commitment to personal growth and openness to change. By fostering a culture where feedback is a regular part of the workflow, you can create a more dynamic, responsive, and cohesive team environment, ultimately driving better performance and satisfaction.

Being able to receive challenging feedback is a key aspect of being a strong leader. If you feel triggered, true mastery is being able to control your response in the moment, respond calmly and graciously, and process the feelings that came up for you after the event. It is, however, also important to ensure that the feedback you receive is from multiple sources; it can be hard to please everyone with your approach, so you need to understand if there is something that is uniquely not working in a 1:1 relationship, or if this is a 1:many situation. To do that, 360 feedback exercises are extremely powerful to assess what the most prevalent themes are, and agree an action plan going forwards.

Considere avaliar o seu estilo de lideran?a, como os exemplos, lideran?a democrática; autocrática; liberal; situacional; transacional; transformacional; lideran?a carismática e outros. Com base em um ou mais estilos identificados com seu perfil de lideran?a, busque se fortalecer nas técnicas de cada perfil, com a finalidade de neutralizar os pontos mais fracos e desenvolvê-los. Desta forma, além de conhecer seu próprio estilo, poderá aperfei?oar-se, adotando técnicas de lideran?a mais assertivas, baseadas nos desafios do seu cotidiano, assim como, no perfil dos seus liderados, pois, avaliar a maturidade da equipe liderada, também é um importante fator a considerar.

Know your own strength & weakness & your team member strength and weakness to delegate the work effectivity Know the need, desire & style of yourself & your team member Give credit to your team for the success and also give appreciation to the team member in front of the whole team as well as take d responsibility on yourself 4 failure Give suggestions 4 improve in d performance with d right kind of empathy personally in 1 2 1 session Have COULD mindset rather than SHOULD mindset #Feedback #criticism #Empathy

Separate Message from Messenger: Focus on the content, not the delivery. Embrace Vulnerability: Acknowledge areas for growth and seek support. Reframe Feedback: View it as an opportunity, not an attack. Focus on Solutions: Develop an action plan for improvement. Communicate Commitment: Share your plan and progress with your team. Seek Support: Reach out to mentors or coaches for guidance. Celebrate Wins: Acknowledge your progress, no matter how small. Embrace Growth Mindset: View challenges as learning opportunities.