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Here's how you can effectively provide feedback to senior executives.

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Providing feedback to senior executives can be a daunting task, but it is a crucial component of effective leadership and organizational growth. The key is to approach the process with respect and a clear understanding of the unique position that executives hold. Your feedback should be constructive, actionable, and delivered in a manner that acknowledges their experience and expertise. By mastering the art of giving feedback to those at the top, you can foster a culture of continuous improvement and mutual respect within your organization.

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Shelley Halligan, DNP, PMHNP-BC, CARNS-AP

President @ Speranza Therapeutics | DNP, PMHNP-BC, Keynote Speaker, Subject Matter Expert Addiction Medicine|Person in…
Tanaya Acharekar

ICF PCC I Hogan Practitioner I Group Coach I ICF PCC Assessor Trained I??Leadership Coach : Enabling Ambitious Leaders…
Ryion Pun

I guide leaders, founders, and solopreneurs align their life purpose, achieve breakthroughs, and elevate success.

1 Understand Context

Before you dive into providing feedback, take a moment to understand the context in which the executive operates. Senior leaders often juggle multiple high-stakes projects and manage large teams, which can influence their decisions and actions. By considering the pressures and challenges they face, you can tailor your feedback to be more relevant and empathetic. Remember, your goal is to support their success, not just critique their actions.

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Ryion Pun

I guide leaders, founders, and solopreneurs align their life purpose, achieve breakthroughs, and elevate success.
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Instead of providing feedback, set your heart to compassion mode and your mind to seek understanding. When we provide feedback, it often comes from a place of judgment, and most people don't take judgment well. If we seek understanding, we come from a place of collaboration and alignment. Whether it was an emotional outburst or poor decisions, recognizing that negative emotions and behaviors often reflect one's inner traumas or insecurities can lead us to a more compassionate approach. Be human-centric, and you will thrive for sustainable success.

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2 Choose Timing

Timing is everything when it comes to feedback. For senior executives, finding the right moment can make the difference between feedback that is well-received and that which is dismissed. Look for opportunities when the executive is most receptive—perhaps after a project completion or during a one-on-one meeting. Avoid times of high stress or when they are preoccupied with pressing issues. A thoughtful approach to timing demonstrates your respect for their workload and priorities.

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Shelley Halligan, DNP, PMHNP-BC, CARNS-AP

President @ Speranza Therapeutics | DNP, PMHNP-BC, Keynote Speaker, Subject Matter Expert Addiction Medicine|Person in Long Term Recovery
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I agree with this unless it is a financial or safety concern. If it is a large financial hit or could put the organization in jeopardy I would rethink the timing. In my experience, avoiding high stress times and even approaching CEOs and sea level executives after high stress times can be very beneficial . It is opportunity for reflection as well as an opportunity to regroup and form a plan to move forward. Leading with respect, and grace is an exceptional tool, and a valuable experience that I have learned in my many years working with high-level executives .

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3 Be Specific

Vague feedback is of little use to anyone, especially senior executives who need to understand exactly what they can improve upon. Be specific in your observations, citing particular instances where a behavior was effective or areas where there is room for improvement. This level of detail not only makes your feedback more actionable but also shows that you are paying attention to their performance in a meaningful way.

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4 Focus on Impact

When discussing areas for improvement, focus on the impact of the executive's actions on the team and organization. Explain how specific behaviors or decisions have affected company outcomes, whether positively or negatively. This perspective helps the executive see the bigger picture and understand the importance of making adjustments, not just for their own benefit but for the collective success of the company.

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5 Offer Solutions

It's not enough to highlight areas of concern; you should also offer potential solutions or strategies for improvement. This constructive approach helps transform feedback from criticism into a roadmap for professional development. Suggesting alternatives or providing examples of desired outcomes can empower executives to make positive changes and can also demonstrate your commitment to helping them succeed.

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Shelley Halligan, DNP, PMHNP-BC, CARNS-AP

President @ Speranza Therapeutics | DNP, PMHNP-BC, Keynote Speaker, Subject Matter Expert Addiction Medicine|Person in Long Term Recovery
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In my experience, coming to the table or to the meeting with a multitude of solutions, along with data showing how the solution will improve the situation and timeframe in which the solution will be valuable. Evidence and data will demonstrate you being prepared and ready for the transition that is needed to address the challenge.

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6 Encourage Dialogue

Finally, remember that feedback should be a two-way street. Encourage the executive to share their thoughts and perspectives on your observations. This dialogue can provide valuable insights into their intentions and challenges and can help you both develop a plan for ongoing development. By fostering open communication, you reinforce a culture of collaboration and continuous learning at the highest levels of your organization.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Tanaya Acharekar

ICF PCC I Hogan Practitioner I Group Coach I ICF PCC Assessor Trained I??Leadership Coach : Enabling Ambitious Leaders to Unlock their Full Potential & Thrive ??
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I always suggest fiving a feedforward / growth feedback than a evaluative feedback. It is important to lean into the space of a strengths based approach. Stating facts/ observations rather than judgements/ perceptions will be the key

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Here's how you can effectively provide feedback to senior executives.

1

2

3

4

5

6

7

1 Understand Context

2 Choose Timing

3 Be Specific

4 Focus on Impact

5 Offer Solutions

6 Encourage Dialogue

7 Here’s what else to consider

Executive Coaching

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Here's how you can effectively provide feedback to senior executives.

1

2

3

4

5

6

7

1 Understand Context

2 Choose Timing

3 Be Specific

4 Focus on Impact

5 Offer Solutions

6 Encourage Dialogue

7 Here’s what else to consider

Executive Coaching

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