Last updated on
2024年9月28日
Your executive is struggling with feedback. How can you help them become a better leader?
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Leadership thrives on constructive criticism, but not all executives handle feedback well. To assist them in this growth opportunity:
- Encourage a mindset of learning. Viewing feedback as a chance to grow can shift their perspective positively.
- Provide tools for self-reflection. Suggest methods like journaling or coaching sessions to process feedback constructively.
- Model the behavior you expect. Demonstrate how to receive and apply feedback gracefully in your own actions.
What strategies have you found effective in helping leaders embrace feedback?
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La honestidad es la clave, hacerle la retroalimentación de manera oportuna, one to one, describiendo la acción a mejorar de manera objetiva y abriendo el canal de escucha
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La honestidad es la clave, hacerle la retroalimentación de manera oportuna, one to one, describiendo la acción a mejorar de manera objetiva y abriendo el canal de escucha
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It is never easy for anyone to appreciate and accept feedback, especially if it is harsh. It seems that having multiple sources would be more effective for those struggling with feedback, rather than focusing solely on how it is described. External assessment is the typical approach. Some people are very obedient to their supervisor’s feedback, while others are very sensitive to the opinions of their peers and subordinates. The voice of the customer is also a viable source. The more sources you have, the more convincing your message will be.
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As a professional working in the education and upskilling sector, I’ve seen firsthand how crucial feedback is for leadership growth. To help an executive struggling with feedback, I would start by encouraging them to adopt a learning mindset—reminding them that feedback is an opportunity to grow, not a personal critique. I’d suggest tools like journaling or personalized coaching sessions to help them reflect and process feedback constructively. I also believe in leading by example. I make it a point to demonstrate how I handle feedback, applying it with grace and using it to improve. When leaders see this in action, they’re more likely to embrace feedback themselves.
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There is a thin line between feedback and criticism. When feedback is provided in the guise of criticism, the recipient often becomes defensive. So, as a rule feedback should be provided following the SAT principle- Specific, actionable, and timely. When feedback is provided following the above principle and is genuine then there is little scope that the recipient is not receptive. In fact the leaders should know and learn how to give feedback.
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