What are the most effective strategies for incorporating LDC feedback into your leadership development plan?

In my experience, leaders who lead consciously are committed to continuous personal and professional development. They seek to learn from their experiences and failures, as well as from the feedback of others. Failure serves a purpose vs serving shame. They consistently consider the question: What can I do better next time? This is future focused thinking vs only looking in the rear view mirror...

Feedback, especially when constructive is not always easy to take in and receive without judgment. When you notice resistance around receiving it here are some questions to self reflect on: 1. What could I learn from this feedback? 2. What if I saw this feedback as a gift that could help me grow and develop and become the leader I want to be? 3. What would I need to let go of to fully receive this feedback?

Thank you, Dave and Team! This article has some good insighs in the LDC and/or LDP process. The ongoing feedback is essential to make onward and upward adjustments because of the blind spots and habits. Slipping back to old ways may happen, and sometimes the only way you will realize you have slipped is by getting feedback from others. The more self-aware you become, the better. When things get hectic, or the system is stressed, we may become less self-aware and slip into old habits. Self-awareness...feedback loops...

Receiving feedback is important, but asking for 'feedforward' is key. Feedback often reflects on past actions without guiding future ones. Feedforward, based on past actions, suggests clear next steps. Clients might hear, "Be more encouraging," or "Hold others accountable," without knowing how. Better is specific advice like, "Highlight team achievements in meetings," or "Delegate tasks with clear deadlines."

La retroalimentación efectiva es esencial para el desarrollo personal y profesional, la mejora continua, la alineación con objetivos y el fortalecimiento de relaciones. Fomenta un ciclo de aprendizaje que contribuye al crecimiento tanto a nivel individual como colectivo. Algunos puntos importantes de recibir retroalimentación: Mejora Continua Desarrollo Profesional y Personal Clarificación de Expectativas Reconocimiento y Motivación Alineación con Objetivos Organizacionales La retroalimentación es tan importante recibirla como darla. Ayuda a tu liderazgo y crecimiento de tu equipo!

There is general agreement that anonymity is the foundation of honest feedback. The typical 360 Feedback process builds in anonymity, and has become the most frequently used form of leadership assessment by several benchmark studies. Purpose and use are clearly defined. Your role is to be open to the feedback, acknowledge it and accept it if you feel it was collected from knowledgable coworkers. Share the results with them, confirm the messages, and engage them in developing your action plan.

Consider using structured feedback tools like 360-degree surveys, where input from a wide range of stakeholders is systematically gathered and analyzed. This provides a comprehensive view of leadership competencies and behaviors. Additionally, creating a safe environment where feedback is viewed as a constructive tool for growth encourages more honest and helpful responses. Regularly scheduled feedback sessions can also be established, ensuring that the process is ongoing and integrated into the leadership development journey.

If you rarely ask for feedback or feedforward, then it is more difficult to get good, honest input. People are often uncomfortable offering it and don't know how to offer it. Also, they don't know if they can trust you or how honest they can be. With my clients, I recommend a process of regularly meeting with stakeholders to ask for feedforward. Usually, once a month. I then recommend reporting back to all stakeholders a very brief summary of the feedforward received and what action step(s) will be taken. If a client follows through on this regularly, especially if they act, the quality of the feedforward tends to improve as trust is built. This usually takes three to four iterations. More if there is a trust issue to start out with.

En mi experiencia, creo que debemos seguir algunos pasos para poder solicitar un buen feedback. 1.- Elige el Momento Adecuado: Busca un momento apropiado y asegúrate de que la persona a la que estás solicitando feedback tenga el tiempo. 2.-Expresa Tu Intención: Comienza explicando por qué estás buscando feedback. 3.-Pregunta Preguntas Abiertas: Formula preguntas abiertas que fomenten respuestas detalladas. Evita preguntas que respondan con un simple "sí" o "no". 4.-Sé Específico: Si tienes áreas específicas en las que estás buscando feedback, menciónalas. 5.- Acepta la Crítica Constructiva: Está preparado para recibir críticas constructivas de manera positiva. Demuestra que estás abierto a aprender y mejorar.

En mi experiencia, solicitar feedback de manera efectiva es una habilidad valiosa para el crecimiento personal y profesional. Aquí hay algunos pasos y sugerencias sobre cómo hacerlo: -Elige el Momento Adecuado: -Sé Claro en Tu Intención: -Explica por qué estás buscando feedback y cómo planeas utilizar la información. -Pregunta de Forma Abierta -Sé Específico en Tus Preguntas: Recuerda que la solicitud de feedback es un proceso bidireccional; también debes estar dispuesto a proporcionar feedback cuando se te pida. Este intercambio constante contribuirá al desarrollo mutuo y a la mejora continua.

I encourage clients to ask questions about feedback, along the lines of, "What are one or two suggestions that you have for how I can (take an action step in the specific area)." I coach them to listen for very specific recommendations. Responses like, "Be a better listener," sound specific but aren't. What is far more helpful is to ask a question like, "How would you know I was listening? What would I be doing differently?" The response to these questions will be more along the lines of, "Turn your phone off when we are talking," or "Repeat back what you heard me say." Specific recommendations like that are actionable. Also, the process of getting there has the added benefit of helping the person you are talking to feel very heard.

When you receive feedback that feels too vague or general or you're not sure where it's coming from ask for specific examples from those you are getting the feedback from. The more specific they are the more effective you will be in making the change and improving and growing. When you hear the specific examples stay as open as possible without judgment and remember their feedback is a gift and not all gifts are easy to unwrap.

Teniendo un buen feedback, el proceso de que hacer con las información recibida, es parte interesante para el crecimiento de un equipo. Aprender a aprovecharla es esencial para cultivar un ambiente de mejora continua. Aquí hay algunas estrategias clave para sacar el máximo provecho de la retroalimentación: *Cambia la Perspectiva: A menudo, vemos la retroalimentación como algo negativo, pero en realidad, es una oportunidad para aprender y crecer. Cambia tu perspectiva: en lugar de verla como crítica, considérala como una guía para mejorar. * Mantén una Actitud Abierta *Busca Patrones *Pregunta para Profundizar Es el principio de una evolución en el plano profesional y personal. Buena suerte!

One of the things I suggest to my clients around taking action is pick one specific action like a new behavior or something you're willing to practice and take on practicing it for several weeks or a month at a time. Let that be your focus and that way you give yourself enough time to dive deeply into the learning. This is much more effective than trying to take three or four actions on at once. Less is more when it comes to actions that require shifts in our behavior.

Agradece a la persona por su tiempo y esfuerzo al proporcionar feedback. Expresa tu agradecimiento independientemente de si el feedback es positivo o crítico.

One of the most effective ways to measure the feedback is to first identify what would be in place and what would look different if you achieved your actions or goals. The more you can paint a picture of what the end result will look like the easier it is to measure whether it exists or not. And remember enjoy the process along the way.

Después de recibir el feedback, considera realizar un seguimiento para agradecer nuevamente y compartir cómo estás aplicando las sugerencias. Esto demuestra tu compromiso con la mejora continua. Lleva un registro de las mejoras, has mediciones de los avances y resultados. Recuerda que lo que no se mide no se puede mejorar!

Not everyone gets the opportunity to receive candid and honest feedback so when you do get it treat it like a gift and take it seriously so that you can grow and be the leader you are here to be.

Aprovechar la retroalimentación no es solo sobre recibir comentarios, sino sobre convertir esos comentarios en acciones significativas. Es un proceso continuo de aprendizaje y mejora que requiere auto-reflexión, paciencia y dedicación. Al adoptar una mentalidad de crecimiento y utilizar la retroalimentación como un trampolín para el desarrollo, puedes transformar cada desafío en una oportunidad para crecer y alcanzar tu máximo potencial. Recuerda, la retroalimentación es una herramienta poderosa para evolucionar y construir una versión mejorada de ti mismo. ?Aprovéchala al máximo!

?? Feedback comes across as a threat to human brains One area lacking in schools and organizations is teaching people to give and receive feedback! Today, unfortunately, feedback is seen as a soft skill and thus it is assumed and not taught. Thus, many people are not able to process the feedback due to the way it has been given and the words used. ?? Not meaningful ?? Hurtful ?? Damaging ??Action required: We need to teach people how to give and receive feedback in schools (teachers and students) and organizations (managers and employees) to optimize its power in helping people achieve their potential! ?? Feedback done right will definitely contribute to stronger working relationships and positive environment! ??

El Coaching de Desarrollo del Liderazgo es una poderosa herramienta que impulsa el crecimiento de líderes y, por ende, el éxito de las empresas. Exploraremos la importancia de esta práctica, sus beneficios y cómo contribuye al florecimiento sostenible de las organizaciones. 1. Desarrollo de Habilidades de Liderazgo 2. Adaptación a los Cambios del Entorno Empresarial 3. Fomento de la Autoconciencia y la Inteligencia Emocional 4. Mejora de la Toma de Decisiones 5. Cambio Cultural Positivo 6. Alineación con Objetivos Estratégicos 7. Desarrollo de Futuros Líderes Al empoderar a los líderes con habilidades mejoradas, una mentalidad de crecimiento y una profunda autoconciencia. El Coaching es esencial para el éxito empresarial a largo plazo.