You're navigating delicate waters with an executive. How can you offer feedback that strengthens your bond?

Choose the Right Time and Place: 1- Private Setting: Ensure the conversation takes place in a confidential and comfortable environment, allowing for open dialogue. 2- Timing Matters: Pick a moment when the executive is not rushed or stressed, making them more receptive to feedback.

Offering feedback to an executive, especially in a delicate situation, requires a thoughtful approach that considers the context and dynamics of your relationship. Understanding the context is key to ensuring that your feedback strengthens your bond rather than causing friction. Here’s how you can do this 1.Assess the Situation Carefully 2.Choose the Right Moment 3.Align with Shared Goals 4.Be Respectful and Constructive 5.Understand Their Communication Style 6.Provide Evidence and Context 7.Listen and Engage in Dialogue 8.Focus on Long-Term Relationship Building 9.Stay Positive and Forward-Looking

Understanding the executive's perspective is key to effective feedback. Show you value their role by acknowledging their challenges and recognising their successes. Frame your comments to support their aims, offering constructive advice that aligns with their goals. This approach fosters a stronger working relationship and increases the chance your feedback will be accepted.

Timing is indeed a critical factor in delivering feedback to executives. By strategically selecting moments of receptiveness, leaders can foster an environment where insights are not only welcomed but also acted upon. This approach not only strengthens relationships but also cultivates a culture of continuous improvement and agility. When feedback is framed positively and delivered at the right time, it empowers executives to lead with purpose and vision, ultimately driving transformative change within their organizations. Emphasizing mutual learning during these interactions can unlock unparalleled success in operational performance and leadership effectiveness.

Wenn Sie mit einer Führungskraft durch heikle Gew?sser navigieren, ist es entscheidend, dass Ihr Feedback konstruktiv und empathisch ist. Beginnen Sie mit positiven Beobachtungen, um eine vertrauensvolle Atmosph?re zu schaffen, und verwenden Sie "Ich"-Aussagen, um Ihre Perspektive klar und direkt zu kommunizieren, ohne defensiv zu wirken. Zum Beispiel k?nnten Sie sagen: "Ich habe bemerkt, dass unser Team angesichts der aktuellen Herausforderungen zus?tzliche Unterstützung ben?tigt." Dies f?rdert ein Gefühl der Zusammenarbeit und zeigt, dass Sie an einer L?sung interessiert sind, statt nur Kritik zu üben.

Avalie o momento mais adequado para a conversa. O feedback deve ser dado em um momento tranquilo, onde ambos possam se concentrar sem distra??es ou press?es imediatas. Isso ajuda a garantir que a mensagem seja recebida com a aten??o e reflex?o necessárias.

"Timing is the art of knowing when to act." - Sun Tzu - Timing Matters: Choose the right moment to deliver your feedback. - Avoid times when the executive is under extreme stress or immediately after a major setback. - Look for opportunities when they're more receptive, such as after a successful project or during a scheduled performance review. - If the feedback is urgent, request a private meeting, giving them a heads-up about the topic. - Consider the executive's preferred communication style - some may appreciate immediate feedback, while others might prefer a more structured approach. - Remember, well-timed feedback is more likely to be heard and acted upon.

Ao oferecer feedback, seja direto, mas delicado. Evite rodeios ou linguagem ambígua. Explique de forma clara o comportamento ou situa??o específica que você deseja abordar, utilizando exemplos concretos. Isso demonstra que seu feedback é baseado em observa??es reais e n?o em percep??es vagas

To offer feedback to an executive in a way that strengthens your bond, being specific is key. Specific feedback is actionable, clear, and more likely to be well-received. Here’s how you can be specific 1.Provide Clear Examples 2.Focus on Specific Behavior 3.Link Feedback to Goals 4.Offer Constructive Solutions 5.Use Data and Evidence 6.Be Timely and Relevant 7.Frame Feedback Positively 8.Encourage Dialogue

"Be specific, be clear, be confident." - Brené Brown - Be Specific: When delivering feedback, focus on concrete behaviors and outcomes rather than generalizations or personality traits. - Provide clear examples that illustrate your points. Instead of saying, "Your communication style is ineffective," try, "In the last two board meetings, I noticed that key stakeholders seemed confused about our strategic direction." - Offer actionable suggestions for improvement. Be prepared to discuss specific scenarios where changes could lead to better outcomes. - Remember, specific feedback is more credible and provides a clear path for improvement.

Ev ery person usually has a positive intention behind their actions. A client of mine recently gave feedback to a senior project manager who frequently berated his colleague in meetings. This behavior led to unrest, created a negative atmosphere, and often prevented constructive dialogue. When the leader asked the project manager about his intentions—why he behaved this way—he replied that he felt interrupted and lost face in front of others, so he felt he needed to assert dominance. While this was his intention, it did not excuse his behavior. Once he realized that this approach was unproductive, they worked together to find a solution. He decided to speak with his colleague before the meeting. And guess what? It worked out.

Es ist auch wichtig, gezielte und spezifische Rückmeldungen zu geben, die actionable sind. Anstatt vage Kommentare zu machen, teilen Sie klare Vorschl?ge oder Beobachtungen, die helfen k?nnen, Verbessrungen zu erlangen. Schlie?en Sie Ihr Feedback mit einem offenen Dialog ab, um den Austausch zu f?rdern und sicherzustellen, dass alle Perspektiven geh?rt werden. So st?rken Sie nicht nur die Bindung, sondern f?rdern auch ein Umfeld des respektvollen Austauschs und der kontinuierlichen Verbesserung.

To offer feedback to an executive in a way that strengthens your bond through positive framing, focus on framing the feedback constructively and affirmatively. Here’s a step-by-step approach 1.Start with Genuine Praise 2.Frame Feedback as a Growth Opportunity 3.Be Specific and Constructive 4.Align Feedback with Their Goals 5.Express Confidence and Support 6.Encourage Dialogue 7.Reinforce Positive Outcomes 8.Conclude with Encouragement

Sempre que possível, comece destacando aspectos positivos do trabalho ou comportamento do executivo. Isso cria uma atmosfera mais receptiva para o feedback construtivo que virá a seguir. A ideia é equilibrar críticas com reconhecimento, mostrando que você valoriza o esfor?o e as conquistas da outra pessoa.

"The way we communicate with others and with ourselves ultimately determines the quality of our lives." - Tony Robbins - Positive Framing: Present your feedback in a constructive, growth-oriented manner. - Start by acknowledging the executive's strengths and recent successes. - Frame your feedback as an opportunity for development rather than criticism. - Use language that emphasizes collaboration and shared goals. For instance, "I believe we can enhance our team's performance by adjusting our approach to cross-departmental communication." - Focus on future improvements rather than dwelling on past mistakes. Remember, positively framed feedback is more likely to be embraced and acted upon.

"The most important thing in communication is hearing what isn't said." - Peter Drucker - Follow Up: After delivering feedback, don't consider your job done. - Schedule a follow-up meeting to discuss the executive's thoughts on your feedback and any actions they plan to take. - Offer your support in implementing changes if appropriate. - Be open to clarifying any points they found unclear or discussing alternative perspectives they might have. - Monitor progress and acknowledge improvements you observe. - Remember, following up demonstrates your commitment to the executive's growth and the importance you place on the feedback process.

Feedback n?o é um monólogo, mas um diálogo. Dê espa?o para que o executivo compartilhe sua perspectiva e preocupa??es. Ouvir ativamente fortalece o vínculo e mostra que você está aberto a entender o ponto de vista dele.

Finalize a conversa refor?ando seu apoio contínuo e sua disponibilidade para futuras discuss?es. Deixe claro que você está ali para colaborar e que está comprometido em ajudá-lo a alcan?ar seus objetivos.

Als Führungskraft ist es wichtig, regelm??ig und offen Feedback zu geben und auch selbst feedback anzunehmen, um eine positive Entwicklung in Ihrem Team zu erm?glichen. Insgesamt ist die F?higkeit, konstruktives Feedback zu geben und anzunehmen, von entscheidender Bedeutung für ein erfolgreiches Team und eine gesunde Arbeitskultur. Durch offene Kommunikation und den Willen zur Ver?nderung k?nnen wir uns st?ndig verbessern und gemeinsam innovative L?sungen entwickeln.