What are the benefits of giving transformational leadership feedback to your peers and colleagues?

Assertively setting audacious targets is a critical step in the path of transformational leadership. These lofty goals, far from being unattainable, serve as catalysts that propel teams and leaders to transcend their limitations and redefine what's possible. They instigate creative thinking, foster resilience, and kindle a shared sense of purpose. Concurrently, feedback is harnessed as a potent tool within this dynamic. It is not merely a mechanism for review, but an essential cog in a continuous loop of improvement. Feedback amplifies the leadership process, offering insights to fine-tune strategies, rectify missteps, and perpetually advance towards our ambitious objectives with renewed vigor and focus.

O líder transformacional encara o processo de feedback como uma oportunidade de desenvolvimento de sua equipe. é um olhar para frente. Algo como corrigir para crescer. é fundamental, principalmente quando se faz um feedback positivo, n?o se utilizar conjun??es adversativas. Ou seja, evitar o "mas". Por exemplo: "você conduziu aquele projeto com maestria, mas errou ao analisar aquela variável". O uso do "mas" anula completamente o que havia sido bem feito. A forma correta de se fazer é usar conjun??es aditivas. Por exempo: "você conduziu aquele projeto com maestria e agora para alcan?ar o estado da arte será fundamental analisar melhor aquela variável". Desta forma, o líder transformacional desenvolve e constrói times de alta performance.

Any leader who tries to avoid giving feedback because it makes them uncomfortable, isn't fit to be a leader. Being direct, with kindness and empathy, and using candor is a superpower for any leader that can do it. On the opposite end, people pleasing will lead to long term resentment for you, and your team as there will never be direct conversations on how to improve.

Transformational leadership feedback is the beacon of growth in any collaborative endeavour. It's not just about pointing out flaws or giving praise; it's about igniting potential, inspiring innovation, and fostering a culture of trust and development. Through transformational leadership feedback, we don't just communicate, we empower. It's the art of guiding others to see the best version of themselves and the path to get there.

Hire FANTASTIC leadership/managers. Everyone will thank you. Make it a growth & creative environment. CARE. Put your obsession into your company & projects. Make a change. Thanks- Sheila

Transformational leadership feedback isn't just important; it's the lifeblood of progress. In a world where potential often lies dormant and brilliance goes unnoticed, it's the catalyst for change. It nurtures confidence, breeds resilience, and sparks the flames of greatness. Without it, we risk stagnation and missed opportunities. Transformational leadership feedback isn't just about improving performance; it's about transforming lives and shaping futures.

In my view, transformational leadership feedback contributes to a positive work atmosphere, strengthens team dynamics, and enhances communication skills. It promotes a sense of purpose and alignment with organizational goals, fostering a shared commitment to success. I also think, this feedback serves as a tool for recognizing and leveraging diverse talents within the team, creating an inclusive environment where everyone feels valued. In essence, transformational leadership feedback is a catalyst for continuous improvement, both individually and collectively, driving sustained success and fulfillment within the workplace.

Transformational leadership feedback is important because it fosters an environment of open communication, continuous improvement, and mutual respect between leaders and their teams. By providing constructive feedback, leaders can inspire and motivate their team members to exceed their own expectations and embrace change positively. This process not only enhances individual performance but also contributes to the growth and innovation of the organization as a whole. Feedback within this leadership style is crucial for personal development, reinforcing a culture of trust, and aligning individual goals with the organization's vision.

Transformational leadership feedback is important because it fosters an environment of open communication, continuous improvement, and mutual respect between leaders and their teams. By providing constructive feedback, leaders can inspire and motivate their team members to exceed their own expectations and embrace change positively. This process not only enhances individual performance but also contributes to the growth and innovation of the organization as a whole. Feedback within this leadership style is crucial for personal development, reinforcing a culture of trust, and aligning individual goals with the organization's vision.

As a transformational leadership guru, I can't stress enough the power of feedback done right! ?? It's like a secret sauce that can turn an average Joe into a superhero at work. By using the STAR method and the four dimensions of transformational leadership, you're not just giving feedback; you're providing a roadmap for greatness. And remember, timing is everything - don't be that person who gives a performance review in the middle of the office holiday party. ?? Let's make feedback sessions the highlight of everyone's day! ?? #LeadershipGoals #FeedbackIsYourFriend

My personal preference is to call feedback a feedforward. The key difference between the two for me is feedback is focusing on the past, and the receiver has no chance of changing it, therefore it takes away some of the motivation. While feedforward focuses on the future. In the case of transformational leadership it's first knowing what the person is trying to achieve. And only then offering an "even better if" structured feedforward, recognising what the leader is already doing well. e.g. It was great how you've set out a clear vision for your team, considering what you are trying to achieve, what would be better is ...

Establish a routine of regular check-ins to provide ongoing feedback rather than waiting for formal reviews. This approach allows for timely adjustments and continuous development.

Receiving feedback is a crucial part of growth, but it's vital not to take it personally. Instead, anchor it to specific incidents or scenarios. Incorporating an impartial third-party perspective provides a comprehensive overview of past situations or events. Use this to simulate scenarios and explore alternative outcomes. This process facilitates learning, refines responses, and promotes personal and professional development, turning feedback into a valuable tool for continual improvement.

Leaders that want to give feedback need to be willing to GET feedback. If you want to disarm someone, start by asking what you can be doing better. You need to create an environment conducive to feedback, and the best way is to demonstrate receiving it yourself.

Receiving transformational leadership feedback is an act of humility and strength. It's about embracing vulnerability and seeing criticism as an opportunity for growth, not a reflection of failure. Listen with an open mind, seeking to understand rather than defend. Embrace discomfort, knowing that it's the birthplace of progress. And above all, thank those who take the time to invest in your development. Their insights are the keys to unlocking your full potential.

Receiving transformational leadership feedback can be a catalyst for personal growth. Embracing feedback with curiosity and reflection aligns your actions with your core values and long-term vision, fostering continuous improvement.

Assume the best of the person giving you feedback. Assume the feedback is not a personal attack but coming from a desire to foster a better environment that you directly contribute to. Receiving the feedback can also be an amazing opportunity to understand more about the experience of the person delivering the feedback. Endeavour to make the experience more of a dialogue than a diatribe by asking questions to deepen the feedback. Focus on listening more than speaking.

In my experience one must integrate feedback into its regular team meetings or one-on-one sessions to ensure continuous improvement. Model openness to feedback by demonstrating a willingness to learn from both successes and challenges. Celebrate instances where feedback led to positive outcomes, reinforcing the value of this practice. Foster a culture where individuals are encouraged to experiment, learn, and grow based on the feedback they receive. Emphasize the reciprocal nature of feedback, highlighting that it's a shared responsibility within the team.

Practicing transformational leadership feedback is more than just a skill; it's a mindset. Cultivate a culture of openness and trust, where feedback flows freely and is valued as a gift. Lead by example, showing vulnerability in receiving feedback and grace in giving it. Foster genuine connections, taking the time to understand the unique strengths and aspirations of each individual. And never underestimate the power of affirmation; sometimes, a simple "I believe in you" can move mountains.

Regularly engaging in transformational leadership feedback fosters a growth mindset, enhances team cohesion, and drives continuous improvement. It’s essential for cultivating a culture of trust and innovation.

If you want to not be a micromanager, but still want to give feedback, create a once a week meeting dedicated for it. If you give feedback any time you see an issue, you trend toward micromanaging. If you have a dedicated time for it carved out, and you approach it with kindness and good intentions, you are now just a supportive manager who wants to help your team.

"The key is hiring the right people and fostering the right culture. When you have the right talent—people who align with your transformational goals—and you empower them, they’ll exceed your expectations. Accountability becomes less about micromanaging and more about guiding. It’s about creating a space where the best talent can thrive and deliver extraordinary results. "

In the symphony of leadership, transformational feedback is the conductor's baton, guiding each member to play their part with passion and precision. But it doesn't end there. Remember to nurture a feedback loop, where communication is ongoing and evolving. Celebrate progress, learn from setbacks, and always strive for excellence. And never forget the ripple effect of your actions; the feedback you give today could be the inspiration someone needs to change the world tomorrow.

Transformational leadership feedback fosters a culture of continuous improvement, enhances team cohesion, and drives innovation by encouraging open communication and mutual respect among peers and colleagues.

Transformational leaders understand that giving feedback effectively is both an art and a science. It involves creating an environment where everyone's thoughts and voices are heard and valued. Be attentive to vocal tones, body language, active listening, empathy, and responsiveness to communications are essential aspects of transformational leadership. How do you achieve this? By practicing. Practice in front of a mirror and make adjustments. Record yourself, watch the video, and evaluate your performance. Journaling can be a valuable tool for self-awareness. Jot down your thoughts and experiences related to your interactions with others in a leadership context. Review your entries and monitor your progress as a transformational leader.

On the whole, the feedback process holds great significance in various respects, yet the acquisition of this soft skill is frequently overlooked. It's truly remarkable that transformational leadership places a strong emphasis on feedback and delves deep into its intricacies. This soft skill is an essential requirement for all transformational leaders.