How can you provide effective problem-solving feedback to senior leaders?

1 Prepare the feedback

Before you give feedback to senior leaders, you need to prepare yourself and your message. First, you need to clarify your purpose and intention. Why are you giving feedback? What are your goals and expectations? How will the feedback benefit the senior leader and the organization? Second, you need to gather relevant and specific evidence. What are the problem-solving skills or behaviors that you want to address? What are the examples or data that support your feedback? How do they relate to the senior leader's goals and responsibilities? Third, you need to plan your approach and timing. How will you deliver the feedback? What mode and tone will you use? When and where will you give the feedback? How much time will you allocate?

2 Deliver the feedback

When you deliver feedback to senior leaders, you need to be respectful, honest, and constructive. First, you need to establish rapport and trust. Start by acknowledging the senior leader's strengths, achievements, and challenges. Express your appreciation and support for their work. Explain your purpose and intention for giving feedback. Second, you need to describe the problem-solving skills or behaviors that you want to address. Use specific and factual evidence to illustrate your points. Avoid generalizations, judgments, or assumptions. Third, you need to suggest solutions or actions. Provide concrete and realistic suggestions for improvement. Explain how they will help the senior leader achieve their goals and meet their expectations. Invite the senior leader to share their thoughts and perspectives.

3 Engage the feedback

After you deliver feedback to senior leaders, you need to engage them in a dialogue and a learning process. First, you need to listen actively and empathically. Pay attention to the senior leader's verbal and non-verbal cues. Show interest and curiosity. Ask open-ended questions to clarify and explore their views. Second, you need to address any concerns or objections. Validate the senior leader's feelings and emotions. Acknowledge any gaps or misunderstandings. Address any barriers or challenges. Third, you need to agree on next steps and follow-up. Collaborate with the senior leader to create an action plan and a timeline. Define specific and measurable outcomes and indicators. Agree on how and when you will check in and monitor progress.

4 Evaluate the feedback

Finally, you need to evaluate the effectiveness of your feedback to senior leaders. First, you need to reflect on your own performance and experience. How did you prepare and deliver the feedback? What went well and what could be improved? How did you feel and react during the process? Second, you need to solicit feedback from the senior leader. Ask them how they received and perceived your feedback. What did they find helpful and what did they find challenging? How did they feel and respond during the process? Third, you need to measure the impact of your feedback. Observe and assess the senior leader's problem-solving skills and behaviors. Compare them with the baseline and the goals. Provide recognition and reinforcement for positive changes. Provide additional support and guidance for areas of improvement.

5 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?