What are the most effective feedback skills for a new leader?

Providing specific examples and details to help the recipient understand the feedback and take actionable steps for improvement. Avoiding vague and ambiguous feedback provides concise, easy-to-understand feedback that shows empathy and support without being overly critical and demotivating. Focus on the behavior and not the person, and always be open to receiving feedback yourself. Developing these skills will help you build trust with your team and foster a culture of continuous improvement.

Feedback needs to lead to positive action. That’s the golden rule of feedback. Leaders seek to build people up, not tear them down. If your feedback can’t be flipped into a win, everyone loses.

Provide feedback promptly, ideally right after the behavior occurs, to ensure its relevance and effectiveness. Strive to strike a balance between positive feedback, recognizing strengths and achievements, and constructive feedback, offering areas for improvement. By doing so, you can foster motivation, boost morale, and drive personal growth and development.

There are many ways proven to be effective, when providing feedback. However, I'd say, if there is one fool proof method, it is to check-in with your intention. Ask yourself, why am I saying what I'm about to say? What is the intention and the desired outcome? Having the right intention, such as growing someone or helping an individual, would most probably hit the target and you'll have the cooperation of the recipient. However, when your intention is not clear and you are acting with bias and emotions, such as getting back at someone or pleasing the ego, no matter what method you use, you would most probably end-up with a corporate nod or resentful compliance.

In my view, effective feedback skills for a leader involve a blend of honesty, empathy, and clarity. It's about being direct yet respectful, ensuring your feedback is constructive and aimed at growth. Key skills include: Active Listening: Really hear what your team is saying, acknowledging their perspectives. Specificity: Be clear and specific about what needs improvement. Empathy: Understand the impact of your words and tailor your approach to individual needs. Balance: Mix positive reinforcement with constructive criticism. Follow-Up: Feedback is a process, not a one-time event. These skills foster a culture of trust and continuous improvement, crucial for any leader focused on team growth and success.

Constructive, critical feedback is a dialogue, not a monologue. And, if you’re doing all the talking, you’re doing it all wrong. In-person works best, video calls are solid, and phone calls are ok. If you want to piss people off, emails, Slack, and texts are pretty horrible methods to provide feedback.

Strategic feedback is not a one-size-fits-all endeavor. Defining an outcome will help choose the most suitable method for delivering feedback and developing and agreement on that outcome will foster trust in the process. I once collaborated with an ambitious individual eager to take on a leadership role. Their belief in the necessity of strong opinions and conflict handling reflected in their assertive yet often aggressive behavior. Recognizing the need for a transformative approach, feedback was tailored around the critical distinction between assertiveness and aggression. By highlighting the similarities and, more importantly, the powerful differences in these approaches, the individual gained insights into their behavior.

Il y a 4 étapes à respecter : - Préparer le feed-back en demandant au collaborateur son attention : il doit être disponible, - Décrire le comportement observé de fa?on objective : il ne s'agit pas d'un jugement ou d'une déduction, cela doit être factuel, - Décrire l'impact du comportement, - Demander un ajustement si l'impact est négatif ou un renforcement si l'impact est positif.

Eu gosto de utilizar métodos simples e eficazes como: 1. Perguntas abertas 2. Escuta ativa 3. Reflex?o 4. Feedback construtivo 5. Compartilhamento de percep??es 6. Clarifica??o de expectativas 7. Identifica??o de pontos fortes e áreas de melhoria 8. Estabelecimento de metas 9. Acompanhamento e avalia??o 10. Encorajamento e apoio

One of the most effective methods of giving feedback is like this: 1. Last week in our staff meeting you said X [share what happened] 2. That made me feel additional stress because… [share the impact and feeling on you, keep it personal] 3. In the future (or now to rectify), I would like for you to do Y [make a specific, tangible request, inviting your colleague to course correct or repair]

Moving beyond 'positive' and 'negative' is when feedback becomes a tool for growth. It's about highlighting strengths and pinpointing areas for focus in a supportive way. This approach transforms feedback into a constructive conversation, focusing on unlocking potential and fostering continuous improvement. By reminding ourselves of our intent that its about learning and progression, we shift the mindset from criticism to empowerment, Effective feedback isn't about judging; it's about guiding and inspiring positive change.

The difference between a good leader and a great leader is exactly this. A great leader always compliments for great work done and then also covers feedback for the tasks not done well by asking. How can it be done better next time! Starting of with positive feedback always encourages the person to listen and to be attentive to feedback. At the same time, one should remember not to flatter the other by giving over-positive feedback

I usually try to have the other person speak about their goals and any points they’d like to discuss. In the last 15 minutes of the meeting, I like to bring up praise for something I observed, followed by providing feedback on something that needs coaching. It’s all about finding that balance between positive and negative feedback. Focus on growth and solutions and don’t wait too long to offer feedback.

Balancing positive and negative feedback is crucial for maintaining a constructive and supportive environment. Here are some tips on how to achieve that balance: Be Specific Start with Positives Use the Sandwich Method Maintain Balance Focus on Growth Be Timely Encourage Dialogue Be Constructive Consider Individual Preferences Monitor Impact By incorporating these strategies, you can effectively balance positive and negative feedback to support individual development and foster a culture of continuous improvement.

Genuine, positive feedback is essential and beneficial in more ways than is immediately perceivable. It is a necessary ongoing ingredient for a healthy organizational culture. Acknowledge your colleagues and uplift each other regularly - and notice the trust and positive outcomes that are built over time.

Put your coaching hat on and spend 80% of the meeting listening. But, you need to give the person a meeting structure to guide the proceedings. Here’s what I use: 15 min: an update on their goals 30 min: they set this agenda 15 min: manager brings anything forward.

Giving feedback can be as difficult as receiving it for some. When we make the process about helping the recipient achieve their goals as well as our goals for the organization as a leader, it is an exchange of feedback, and easier. I like to guide my clients to not only express empathy and respect but ask what resources the team needs to accomplish their goals and the organization's goals. Building trust is a process. When my clients are consistently acting with integrity, their teams trust them. Active listening needs actions and ongoing communication for trust.

Before we can actively listen, we need to shut up. That's the hardest thing for most over-talkers to do. One of the best ways to demonstrate we actively listened is playback. Replay works in sports - it can work in listening too. You play back what you heard, giving the talker tangible evidence you heard them - and understood them. It also gives them a chance to correct you if you misheard/misunderstood them. Now, that we've really listened, we can talk.

1. Empathize with others. 2. Let others finish speaking. 3. Ask clear, open questions. 4. Show interest with body language. 5. Practice active listening regularly. 6. Avoid distractions, focus. 7. Summarize to confirm understanding. 8. Be open to feedback.

Why Active Listening Matters for New Leaders: Understanding: Active listening allows leaders to gain a deeper understanding of their team members, their concerns, and their perspectives. This understanding forms the foundation for providing relevant and constructive feedback. Trust Building: When team members feel heard and understood, it builds trust. Trust is crucial for open and honest communication, making it easier for leaders to provide feedback that is well-received and acted upon. Empathy: Active listening demonstrates empathy, showing team members that their leader cares about their thoughts and feelings. This empathetic approach makes feedback more supportive and less confrontational.

Leider erlebe ich immer wieder, dass mit Feedback sehr selten oder gar nur einmalig gearbeitet wird. Ich vergleiche Feedback gerne mit den Messinstrumenten in einem Auto. Wenn wir z.B. nicht st?ndig sehen, wie schnell wir fahren wird es schwierig das Gaspedal zu bet?tigen oder abzubremsen. Feedback geben, und vor allem auch einzufordern, ist zentral im Führungsalltag.

Feedback ist ein Grundnahrungsmittel! Wir brauchen es regelm??ig, um gut versorgt zu sein und zu wachsen. Deshalb ist es sinnvoll, festzulegen, in welchem Turnus oder zu welchen neuen Gelegenheiten ein frisches Feedback erfolgt.

Following up on feedback is crucial ensuring that it's understood, implemented, and effective. Here's how you can effectively follow up on feedback: Schedule a Follow-Up Meeting Ask for Feedback on the Feedback Provide Support and Resources Set Clear Expectations Monitor Progress Celebrate Successes Seek Feedback on Your Feedback Follow-Up Adjust as Necessary By following these steps, you can ensure that your feedback is not only delivered effectively but also followed up on in a way that maximizes its impact and promotes continuous improvement and development.

Invite feedback on yourself: Is there something I could have done better as your manager here? This is a two-way street. Hold each other accountable.

1. Pe?a feedback aos colegas, amigos e familiares. 2. Realize inquéritos ou questionários online. 3. Procure mentores ou coaches para orienta??o. 4. Utilize ferramentas de avalia??o online. 5. Analise o seu desempenho e feedback anterior. 6. Participe em grupos de discuss?o online. 7. Procure feedback de clientes ou utilizadores.

Um bom líder com certeza n?o tem medo do feedback, pelo contrário, ele busca esse alinhamento constante com o time e os superiores. O líder precisa de feedback para saber como está indo. Para refor?ar seus pontos fortes e para entender onde direcionar esfor?os para melhorar. Pedir feedback mesmo n?o sendo fácil - nem todo liderado se sente a vontade para dar um feedback para o líder - demonstra grande humildade e disposi??o para mudan?a e ajuda a implementar com mais facilidade uma cultura de feedback dentro da empresa.

I've seen many leaders conduct 360 reviews and have their eyes opened by the results which was a great catalyst for change for them and their teams. I've also personally asked most of my bosses for feedback on how I can improve and get better and often don't get very tangible or any ideas back. So don't be surprised if that's the case for you. Keep asking and ask different people.

Seeking feedback for yourself is a valuable practice for personal and professional growth. Here's how you can effectively seek feedback: Be Open and Approachable Ask Specific Questions Choose the Right Timing and Setting Seek Feedback from a Variety of Sources Be Clear About Your Goals Listen Actively and Non-Defensively Reflect on the Feedback Express Gratitude Act on the Feedback Follow Up By actively seeking feedback and using it as a catalyst for growth, you can enhance your performance, expand your skills, and strengthen your relationships with others.

I’m no executive, but I sure get a lot of feedback ??. There’s a quick saying I’ve heard “don’t get distracted by HOW someone is pointing to the sky falling.” If you can move beyond how someone is criticizing you and recognize what spec of truth there may be to respond to, I’ve found value in some unkind, yet useful feedback.

I've had the opportunity to work with amazing leaders in my career. Here's what I've learned from them I'll carry with me as I continue to grow: -Be willing to listen with the intent to understand. -Give actionable feedback with examples -Highlight things that are working well and things that could improve -Use positive language -Give the feedback immediately. -Know your audience/direct reports and ask how they prefer to receive feedback or criticism

Leadership requires a visionary perspective. First of all, it must be able to create a trust-based environment that fosters healthy and open communication, focusing on continuous feedback with a focus on improvable characteristics and communication. They should be able to offer feedback as a gift, paying attention to constructive and positive framing. They must be willing to listen, observe and objectively evaluate each member of the team and be able to manage stress. Balance is a leader's magic wand that must be able to maintain his/her own motivation and be a guide by establishing empathic relationships with team. Leader should emphasize two-way communication skills, show sensitivity and have a well-developed emotional intelligence.

A new leader in an old system is on watch for sometime minimum being 8 months to 1 year. A new leader cannot be careless to give feedback but shall be sharp to keep a note on the events that needed a second look. A new leader cannot micromanage even when things are not going the way must but then handholding and empowering works wonderfully. A new leader is observant authentic and does not disrupt the running ecosystem and create a havoc. He stays on to understand every part and how does it work. A feedback comes at the last like cherry on top when least expected. There is a way of delivering not finger pointing but coaching so that it has an accountability. Consider waiting than rushing .

Remember this idea: truth is a gift. To give truthful feedback should be given like a gift, and it should be received as one too. Most often problems with feedback are: 1) it's avoided or watered down, thus minimizing it's potential impact for improvement Or 2) it's given in anger or frustration rather than out of love. Give and receive feedback with love and caring for others, and good things will happen!