How would you handle receiving feedback that questions your leadership skills and decision-making abilities?

?? "The most important thing in communication is hearing what isn't said." – Peter Drucker ?? When Satya Nadella took over as CEO of Microsoft, he faced feedback questioning his leadership style. Instead of reacting defensively, he listened actively, which helped him transform Microsoft’s culture into one focused on growth mindset and collaboration. This shift led to Microsoft's market value tripling during his tenure.

1. Stay Calm and Open-Minded 2. Listen Carefully 3. Reflect on the Feedback 4. Seek Additional Perspectives 5. Acknowledge the Feedback 6. Develop a Plan for Improvement 7. Communicate and Engage with Your Team 8. Monitor Progress 9. Thank the Feedback Provider

En mi enfoque desde el coaching ataraxia, manejo críticas a mis habilidades de liderazgo y toma de decisiones con autoconsciencia constante, aceptando retroalimentación constructiva para evolucionar. Fomento un ambiente de aprendizaje abierto y baso decisiones en datos, cultivando resiliencia emocional para convertir críticas en oportunidades de mejora continua. Estas prácticas fortalecen mi liderazgo y mi capacidad de facilitar el crecimiento personal y profesional.

When you're given feedback about your leadership or decisions, begin by truly listening. Make sure you understand what's being said without jumping to conclusions or formulating a response too quickly. This shows that you respect the other person's opinion and are open to understanding their perspective fully. Use this opportunity to ask questions if something isn't clear, which can help you gain deeper insights into the feedback being offered. The aim is to absorb the information before reacting or making changes.

From my perspective, I believe handling feedback that questions your leadership skills and decision-making abilities requires openness and self-reflection. Start by actively listening to the feedback without becoming defensive, seeking to understand the specific areas for improvement. Then, assess the feedback objectively, identify actionable steps for growth, and demonstrate your commitment to enhancing your leadership capabilities by setting clear goals and seeking support or mentorship if needed.

?? "Honest self-reflection opens the door to personal growth." ?? Jeff Bezos is known for his rigorous self-reflection. Early feedback suggested he was too demanding. Instead of dismissing it, Bezos took a step back, identified areas to delegate, and focused on long-term vision. This adjustment contributed to Amazon’s continued innovation and success.

After receiving feedback, it's important to reflect on it with honesty. Set aside any initial emotional reactions and objectively assess the validity of the feedback. Consider how it aligns with your own understanding of yourself and your goals. Honest reflection is crucial, even if the feedback is difficult to hear, as it can reveal patterns or recurring themes that highlight areas for improvement in your leadership and decision-making. This step is essential for personal growth and development.

?? "The art of asking the right questions is the source of all business success." – Peter Drucker ?? When receiving critical feedback, Indra Nooyi, former CEO of PepsiCo, would often ask for clarification to fully grasp the concerns. This approach not only showed her commitment to improvement but also helped her lead the company through successful strategic shifts.

If any aspect of the feedback is unclear, it's important to seek clarification. Doing so ensures that you fully understand the feedback and can address any potential misunderstandings. Asking for clarification also shows your commitment to improvement and respect for the person providing the feedback. This step turns vague comments into clear, actionable insights, helping you to focus your efforts on the right areas for development and fostering better communication and trust within your team.

With the feedback clarified, the next step is to plan your improvement. Start by identifying specific, actionable goals that address the feedback you received. Break these goals down into manageable steps, whether it’s seeking out further training, finding a mentor, or tweaking your leadership style. Set a timeline for when you’ll reassess your progress to keep yourself accountable. Consistently tracking your progress will help you stay on course, and even small adjustments can make a noticeable difference in your leadership abilities over time.

?? Si mediante la escucha de retroalimentación incorporamos nuevas miradas, vemos el mundo de otra manera. Lo que antes nos parecía de una forma, cambia. Se nos abre la posibilidad de alcanzar nuevos resultados si ajustamos nuestro rumbo. Ahora bien, tras la interpretación, lo que sigue es la acción: la madre de todo cambio. Es lo que nos mueve de un lugar a otro y nos acerca a los resultados que buscamos. Podemos accionar no solo haciendo, sino también hablando, proponiendo, pidiendo o descansando. Son infinitas las acciones posibles. Te dejo una pregunta: ?Qué es lo primero que necesitas accionar para moverte desde donde estás hacia donde querés ir?

Communicating openly with your team is essential after receiving feedback. Share your reflections and the steps you plan to take to improve, creating an environment of transparency and trust. This openness not only demonstrates your commitment to personal growth but also encourages a culture where feedback is valued and acted upon by everyone. By involving your team in your development journey, you foster a sense of collaboration and mutual support, reinforcing your role as a leader who is dedicated to both personal and team growth.

Receiving critical feedback can be tough, but it's a valuable opportunity for growth. I believe in approaching it with an open mind. Instead of getting defensive, I would actively listen to the feedback, seeking to understand the perspective of the person providing it. I'd focus on the specific points raised and ask clarifying questions to gain a deeper understanding. This information would be used as a catalyst for reflection and improvement. I would view it as a chance to learn and develop my leadership skills, ultimately benefiting the team and the organization. For me, feedback is a gift if we embrace it with a growth mindset, we can turn a potential negative into a positive.