What do you do if your team's feedback reveals areas for growth and improvement?

Even if you don't agree with the feedback, thank them for it. Giving feedback can feel hard, especially when it is to your boss. Understanding this will help you create empathy and encourage more feedback rather than discourage it in the future. Don't argue, defend or justify your actions. Instead, listen actively, ask clarifying questions and try to TRULY understand their perspective. This will not only make them feel valued but also help you make the most out of the feedback. Remember, all feedback is data. You get to choose how you use that data. But if you make it hard for people to give you feedback, you are going to cut yourself off to a valuable source of insight that helps you fuel your growth.

I've learned that acknowledging feedback is the cornerstone of authentic leadership. It's not always easy - I've had moments where feedback stung, and my initial reaction was to defend my actions. However, I've learned that it's crucial to set aside personal feelings, listen actively, and appreciate the courage it takes for team members to voice their thoughts. This approach has not only helped me grow as a leader but also fostered a culture of open communication and mutual respect in my teams.

Es fundamental reconocer y agradecer los comentarios recibidos, demostrando a tu equipo que valoras su opinión y estás comprometido con la mejora continua. Mostrar apertura y vulnerabilidad al recibir feedback puede fortalecer tu liderazgo, fomentando un ambiente de confianza y transparencia. Asegúrate de entender completamente las áreas se?aladas para el crecimiento y pide ejemplos específicos o sugerencias de mejora para clarificar cualquier duda

To enhance the processing of feedback from your team, engage in reflective listening, which involves paraphrasing the comments shared to confirm comprehension. Restating in your own words demonstrates your respect for the team's insights and strengthens your dedication to fostering an environment of teamwork and shared understanding.

Un líder siempre estará motivado y agradecido por los aportes y crecimiento de su equipo. –Valorar sus puntos de vista, es una fortaleza que posee en la organización. –La honestidad que brindan, debe ser mutua en una reciprocidad de saber que tienen capacidades que complementarán el desarrollo organizacional, personal y de liderazgo.

Early on in my career I received feedback related to my demeanor and tone. I identify as a Black woman and found that when I gave instructions it was seen as aggressive. I begin learning more about diversity and inclusion and learned that these interactions were the product of implicit bias. Because of my race some folx saw me as aggressive, angry, and unapproachable vs. assertive, reserved, and someone who had very strong boundaries. When feedback is received it is so important to think about where and who it is coming from. Is this new feedback? Is it perception or reality. And is it rooted in bias?

Tómate un tiempo para reflexionar sinceramente sobre el feedback recibido, identificando las áreas de mejora en tu liderazgo o en la gestión del equipo. Considera cómo tus acciones o decisiones pueden haber contribuido a las preocupaciones expresadas y evalúa cómo tus fortalezas pueden ser utilizadas para abordar estos desafíos. Esta reflexión profunda es crucial para el crecimiento personal y profesional, permitiéndote desarrollar un plan de acción específico para mejorar.

Sharing a role model known for creatively addressing areas for growth and improvement based on team feedback is Jeff Bezos, the founder and former CEO of Amazon. Bezos prioritized a customer-centric approach and a culture of innovation within Amazon. He famously instituted the "Empty Chair" practice during meetings, where an empty chair represented the customer, reminding employees to consider the customer's perspective in all decision-making processes. Additionally, Bezos encouraged a culture of experimentation and risk-taking, empowering employees to come up with innovative solutions to address feedback and improve the customer experience.

Reflecting on feedback is a critical step in personal and professional growth. I've found that the most successful leaders are those who view feedback as a gift, not a threat. They approach it with an open mind, assess its validity objectively, and use it as a tool for improvement. Remember, feedback is not about criticism, it's about learning and growth. It's a mirror that reflects your leadership style and effectiveness. Embrace it, learn from it, and use it to become a better leader.

Reflecting on feedback is like looking in the mirror after a wild night out – you might not like what you see, but it's essential for growth! So, grab your metaphorical mirror and take a good, hard look. Is the feedback legit, or is it just a case of mistaken identity? Does it hit the mark or miss the point entirely? Feedback is like a compass guiding you on your leadership journey. So, embrace it, even if it stings a little!

We all need people who will give us feedback. That's how we improve – Bill Gates. Key steps to win: 1. Thank your team for their honesty. Acknowledging the feedback sets a positive tone for the improvement process. 2. Take time to understand the feedback in depth. Identify common themes or areas that multiple team members have pointed out. 3. Based on the feedback, set clear and achievable goals for improvement (SMART goals). 4. Create a detailed plan of action to address the identified areas for improvement. This may involve training, mentoring, or adjusting current processes. 5. Share the action plan with your team and involve them in the implementation process. Their involvement will make the improvement process more collaborative.

It's not just about acknowledging weaknesses, but transforming them into strengths. Remember, the journey of improvement is not a sprint, but a marathon. It requires patience, persistence, and a deep commitment to personal growth. The SMART goals framework is an excellent tool for this process, providing clarity and focus.

Basándote en la reflexión y el análisis del feedback, determina cuáles son las áreas específicas en las que necesitas trabajar. Puede tratarse de habilidades de comunicación, gestión del tiempo, toma de decisiones o empatía, entre otras. Establecer objetivos claros y medibles para cada área de mejora te ayudará a enfocarte y a monitorear tu progreso. Reconocer abiertamente estas áreas ante tu equipo también puede fomentar un ambiente de aprendizaje y mejora continua para todos.

I welcome that. We can’t do better if we don’t know better. I want a team of thinkers and innovators who care enough to be honest to help us jmprove. Utilizing various perspectives helps organizations determine if they are achieving the best possible outcomes.

Firstly, thank them for their support and genuine interest in making you a better manager/person. Reflect upon yourself and action on what could be done to mend Immediately (minor ones) for them to see that you are willing to change. Then seek their Support and understanding to mend the major ones as it could take time.

Don't be a lone wolf in this journey! Rally the troops and seek support from your team, mentors, or even that colleague who seems to have it all figured out. Swallow that pride like you would a bitter pill and ask for guidance, feedback, or advice. Even Batman had Alfred!

Seeking support and resources is not a sign of weakness, but rather a hallmark of a great leader. It demonstrates humility, the willingness to learn, and the recognition that we can always improve.

No tienes que afrontar el proceso de mejora solo. Busca apoyo en mentores, coaches de liderazgo, o incluso miembros de tu equipo con habilidades complementarias que puedan ofrecerte orientación y feedback constructivo. Además, aprovecha los recursos disponibles, como cursos de capacitación, libros, podcasts, y seminarios web, que se enfoquen en las áreas que deseas mejorar. La colaboración y la educación continua son esenciales para el desarrollo de habilidades de liderazgo efectivas y adaptativas.

Tell your team that you’ve heard and value their feedback. And as a result, you are working to improve specific behaviors. Then invite them to share suggestions for how you can improve those specific areas. You will get valuable insights and also strengthen your relationship with your team.

Truly embodying feedback is realized when actions are prioritized and adjustments are systematically integrated into daily practices. For instance, if feedback highlights a need for better time management, one might implement a new schedule with designated slots for tasks, adhering strictly to these time frames. Regular weekly reviews to assess adherence to the schedule and the quality of output would provide concrete evidence of improvement. This approach showcases a direct correlation between the feedback received and the proactive steps taken to address it.

Con las áreas de mejora identificadas y los recursos en mano, desarrolla e implementa un plan de acción concreto. Establece metas a corto y largo plazo, con plazos específicos para cada objetivo de mejora. Comunica este plan a tu equipo, mostrando tu compromiso con el crecimiento personal y el mejoramiento del liderazgo. Revisa regularmente tu progreso y sé flexible para ajustar tu plan según sea necesario. La implementación efectiva de tu plan es clave para demostrar que valoras el feedback y estás dedicado a evolucionar como líder.

Authentic leadership requires flexibility and adaptability. It's essential to experiment with different strategies and techniques, as what works for one leader may not work for another. The key is to remain open to change, monitor your progress, and adjust your plan as needed. Celebrating achievements and recognizing efforts are also crucial, as they fuel motivation and foster a culture of #HeartWork and #PersonalGrowth.

Implementing the action plan is where the real growth happens. At Accenture, after identifying SMART goals based on team feedback, I experimented with new strategies aligned with those areas - whether communication approaches, project management techniques or even simple mindset shifts. Monitoring progress and adjusting the plan was key. I celebrated small wins and recognized efforts, fostering an environment of continuous learning. The humility to embrace feedback, identify areas for improvement, and then purposefully implement an action plan - this cycle propelled my leadership capabilities. How do you approach putting an action plan into practice? #Leadership #ActionPlanning #Experimentation #GrowthMindset #mukeshbakshi

Put those grand plans into action and don't be afraid to try new things. Experiment like a mad scientist in the lab, but remember to keep track of what works and what doesn't. Stay flexible and adapt your approach as you go. And don't forget to celebrate the small victories along the way. You've earned it!

Regular feedback builds trust and rapport between leaders and team members. It creates a culture of transparency, accountability, and mutual respect, where team members feel comfortable sharing feedback and leaders are responsive to their concerns.

A leader who is open to feedback, demonstrates vulnerability, and actively fosters a learning environment inspires a truly growth-oriented team. While team feedback is crucial, consider a more holistic approach. Here's a 360-degree feedback methodology that I use: 1. Peer Feedback: Solicit anonymous feedback from colleagues, offering them a framework to assess your leadership style and impact. 2. Upward Feedback: Seek feedback from your superiors on how you can better align with organizational goals and their expectations. 3. Self-Assessment: Regularly reflect on your leadership style, strengths, and areas for development. Consider tools like leadership assessments or personality tests to gain insights.

We are work in progress, we should always thrive to improve and grow. Receiving feedback means learning about areas you can work on that you may not have been aware of, which makes your growth and improvement 10x faster.

Involucra a los que te hayan hecho los comentarios en la evolución de la situación, son parte del sistema y como tal podrán contribuir al cambio. ?Así tendrás un montón de aliados!

Give yourself both grace and accountability. Change is a process. We don’t just flip a switch and correct unhelpful behaviors. Recognize that some days you will be more effective than others. Celebrate the smallest of wins. It’s in the seemingly insignificant actions and interactions that you winding your way down the path of change. And yeah you!

This checklist on the art of feedback, and especially the art of receiving it from our teams as a leader, is perfect. Adding to it, as I'm invited to do so, I would include the following: Celebrating Successes: Recognize and celebrate the improvements and successes. This reinforces motivation and team cohesion. Shared Governance: Involve the team in decisions related to the implementation of changes. Sociocracy, for example, can provide a framework for inclusive and equitable decision-making.