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How can you provide objective and unbiased feedback as a supervisor to executive management?

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As a supervisor, you may have to provide feedback to executive management on their performance, goals, or strategies. This can be a challenging task, as you need to balance honesty, respect, and diplomacy. How can you give objective and unbiased feedback that helps executive management improve and grow? Here are some tips to follow.

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1 Define the purpose

Before you give feedback, you need to clarify the purpose and the expectations of the process. Are you giving feedback as part of a formal evaluation, a project review, or a coaching session? What are the criteria and the standards that you are using to assess executive management? How will the feedback be used and followed up? By defining the purpose, you can set the tone and the context of your feedback, and avoid confusion or misunderstanding.

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Juergen Gaeckle

CEO @ ITellence GmH | We drive your Project Excellence
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Key is that feedback needs to be fair, specific and concrete. Paired with a positive tone and the ability to listen to the feedback recipient, this can further improve the communication and respect.

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2 Focus on facts and behaviors

When you give feedback, you should avoid personal opinions, judgments, or emotions. Instead, you should focus on facts and behaviors that are observable and measurable. For example, instead of saying "You are not a good leader", you could say "You did not communicate the project objectives clearly to the team". By using facts and behaviors, you can provide concrete examples and evidence of your feedback, and avoid subjective or vague statements.

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3 Use the SBI model

A useful framework for giving feedback is the SBI model, which stands for Situation, Behavior, and Impact. The SBI model helps you structure your feedback in a clear and concise way. You start by describing the situation where the behavior occurred, then you describe the specific behavior that you observed, and finally you explain the impact or the consequence of that behavior. For example, you could say "Last week, during the budget meeting (situation), you interrupted and dismissed several suggestions from your colleagues (behavior), which made them feel frustrated and demotivated (impact)". The SBI model helps you link the behavior to the outcome, and show how it affects the performance or the relationship.

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Jamill Manuel García , PMP, PMO-CP, MBA, MPM, MRH, MPRL

"Director/Asesor en Gestión Estratégica de Empresas | Creador de Proyecta+ | Especialista en Liderazgo y Transformación Empresarial".
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The SBI model is a useful framework for giving feedback, as it stands for Situation, Behavior, and Impact. This model helps structure your comments in a clear and concise way. You start by describing the situation in which the behavior occurred, then you describe the specific behavior you observed, and finally, you explain the impact or consequence of that behavior. For example, you could say "Last week, during the budget meeting (situation), you interrupted and dismissed several suggestions from your colleagues (behavior), which made them feel frustrated and demotivated (impact)." The SBI model helps you link behavior with the outcome and show how it affects performance or the relationship.

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4 Balance positive and negative feedback

Another tip for giving feedback is to balance positive and negative feedback. Positive feedback is feedback that recognizes and reinforces the strengths, achievements, or improvements of executive management. Negative feedback is feedback that identifies and corrects the weaknesses, errors, or gaps of executive management. Both types of feedback are important for learning and development, but they need to be delivered in a balanced way. If you only give positive feedback, you may miss the opportunity to address the areas that need improvement. If you only give negative feedback, you may damage the confidence and the motivation of executive management. A good ratio is to give three positive feedbacks for every negative feedback, and to start and end with positive feedback.

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Pere Saus Marin ?

? Business Management & Administration ? Leadership & Management Skills ? Operations Manager ? ExecutiveMBA ? MiFiD II ? Broker of Investment & Daily Trading ? SwingTrading ? ?????
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As said above, you can not just give the positive feedback cause then is difficult to improve avoiding the negative feedback and the same just giving negative feedback cause something good would have to be always even if it's the way to improve. The info should be accurate and clear without personal opinions in it. Just facts, good and bads.

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5 Invite dialogue and feedback

The last tip for giving feedback is to invite dialogue and feedback from executive management. Feedback should not be a one-way communication, but a two-way conversation. You should encourage executive management to ask questions, share their perspectives, and express their feelings about your feedback. You should also ask for their feedback on your feedback, and how you can support them in implementing the changes or actions that you suggested. By inviting dialogue and feedback, you can build trust and rapport with executive management, and make the feedback process more collaborative and effective.

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6 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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BillieJean R.

I help organizations improve company culture and employee satisfaction through training and coaching. I speak at events and work with companies to implement programs that provide long lasting results.
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Feedback and evaluations are necessary for growth, but validation is the secret sauce that takes it to the next level. It shows that you see and appreciate their efforts, which helps boost their motivation and job satisfaction. Validation strengthens the bond between you and your execs, building trust and fostering open communication. Feeling valued makes them more likely to stick around and give their best. And guess what? It's contagious! Setting the tone creates a culture of appreciation, reducing turnover and increasing job satisfaction. Happy employees attract other top talent to join the team. So, remember to sprinkle on some validation - it's the secret ingredient for happy, motivated, and high-performing executives!

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How can you provide objective and unbiased feedback as a supervisor to executive management?

1

2

3

4

5

6

1 Define the purpose

2 Focus on facts and behaviors

3 Use the SBI model

4 Balance positive and negative feedback

5 Invite dialogue and feedback

6 Here’s what else to consider

Executive Management

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How can you provide objective and unbiased feedback as a supervisor to executive management?

1

2

3

4

5

6

1 Define the purpose

2 Focus on facts and behaviors

3 Use the SBI model

4 Balance positive and negative feedback

5 Invite dialogue and feedback

6 Here’s what else to consider

Executive Management

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