Here's how you can effectively give feedback to your boss on leadership during change processes.

Share the feedback in private. Maintain a respectful tone. Don't assume your manager's motivations. Address the feedback as soon as possible. Keep your feedback focused on work. Don't forget to share positive feedback, too. Focus on the task or specific behaviors rather than the individual. Focus on the future, not the past. Use specific, recent examples to provide suggestions for improvement. Be sure to mention something your manager did or does well.

Nice one! I would have to get the boss into a situation where they are very relaxed, happy and having fun. I think the difficult part is my over analysing how to relay my message to them. ?? Once they are relaxed I would relay a made up story that represents my boss’s actions, changing time and place. When they start asking “why did so and so do that,” “why did they not do such and such,” it will be my que to suggest that there’s a similar situation closer to home. I would give them time to figure it out and calmly drop the “bomb” or suggest there may be a similarity between my story and our situation. * I’ll be hoping I don’t loose their confidence in me after this o.

People are quite likely to be willing to hear what a humble and honest person with a vested interest in the success of the organization has to say. If you are not that person, keep quiet. With anyone, including a positional superior, it is wise to ask for permission to contribute, and let them tell you that they want your perspective. Additionally, when offering a contribution, make sure that you know that what you are offering is simply your perspective, not necessarily the objective truth.

Assessing the timing of when to give feedback to your boss about their leadership during change processes is crucial. It's important to choose a moment when your boss is most likely to be receptive, avoiding times of high stress or distraction. The right timing can make the difference between feedback that is constructive and well-received, and feedback that is dismissed or causes defensiveness.

Prepare Your Message Clarify Your Intent: Determine the specific aspects of leadership you want to address, such as communication, decision-making, or team support. Use Examples: Gather specific examples of situations. Choose the Right Time and Place Private Setting Timing Matters Start with Positives Highlight Strengths Use “I” Statements Express Personal Perspectives Focus on Impact Be Constructive and Specific Offer Suggestions Be Solution-Oriented Encourage Open Dialogue Invite Discussion Listen Actively Follow Up Check-In Later Be Available for Further Dialogue Maintain Professionalism Stay Respectful Be Mindful of Body Language Offer to Help Be a Resource Volunteer for Initiatives Reflect on Your Own Role Be Open to Feedback

Organize your thoughts and focus on specific examples. This shows you're thoughtful and serious about providing constructive feedback. Remember, the goal is to help your boss grow, not to criticize.

It involves organizing your thoughts, pinpointing specific instances that illustrate your feedback, and considering potential solutions or improvements. This preparation ensures that your feedback is focused, relevant, and actionable, which can help your boss understand your perspective and see the value in your suggestions. By being well-prepared, you can approach the conversation with confidence and contribute positively to the leadership and change management process.

[not mine, but from a training programme from one of my former employers] 1. What have you observed? 2. How did it effect you? 3. Pause and listen for clarifying questions 4. Give concrete suggestion or recognition

I carefully noted specific instances where leadership during the change process was effective or needed improvement, ensuring my feedback was relevant and actionable.

In das Gespr?ch mit vorbereiteten Punkten zu gehen macht auf jeden Fall Sinn. Am besten man spricht aus der Ich-Perspektive und vermeidet Schuldzuweisungen. Die Ich-Perspektive meint nicht pers?nliche Eigenschaften, sondern was ich habe aus der Metaebene beobachtet und welche Ergebnisse resultieren daraus.

How about we say this simply? Don't be a jerk. Pick a time and place that represents respect for the other person, ask first and then contribute with respect and humility.

Choosing the right setting is pivotal when providing feedback to your boss, especially on matters of leadership during change processes. Opt for a private and neutral environment where both parties can speak candidly without interruptions or the risk of public scrutiny. A discreet setting not only helps in maintaining professionalism but also fosters an atmosphere of trust and openness, allowing for a more honest and constructive exchange of ideas.

I arranged a private meeting to discuss my feedback, creating a comfortable environment for an open and honest dialogue. This allows for better receipt of the feedback.

Le regard que nous portons influence la fa?on :? - dont nous nous percevons,? - dont nous voyons le monde,? - dont nous réagissons aux événements de la vie,? - et interagissons avec les autres. Dans ce contexte, la prise de perspective est un processus qui nous aide à : - comprendre ce que les autres savent, veulent, ont besoin ou trouvent important, - remettre en question nos croyances, - réduire les préjugés, les jugements et les conflits qui en résultent, - mieux négocier ou décider en période d'incertitude ou de forte pression. Gardez à l'esprit que la manière la plus simple et s?re qui soit, de comprendre ce qu’une autre personne pense, ressent ou veut vraiment, est de lui poser la question. ??

??Start with a sincere compliment or something positive first. To set the tone and the mood. Than carefully suggest improvements. Always from your own point of view. " I noticed....maybe more team check-ins?” End on a high note. “Keep up the good work!" ??”

I loathe the title of this category, "Use empathy". Empathy is not something to use. It is not a lever. Be empathetic, and consider the impact your contribution will have. And always be respectful.

. Approach the conversation with an understanding of your boss's perspective and challenges, especially during change processes. Empathetic feedback acknowledges the complexities of leadership and shows that your intentions are supportive rather than critical. By demonstrating empathy, you create a rapport that can facilitate a more open and effective dialogue, helping to strengthen the relationship and encourage a receptive attitude towards the feedback provided.

I acknowledged the challenges my boss faced during the changes, showing understanding and framing my feedback as supportive rather than critical.

Instead of merely pointing out areas of concern or dissatisfaction, come prepared with practical ideas and alternatives that could improve the situation. This not only demonstrates your commitment to the organization's success but also shows that you are invested in helping your boss navigate the challenges of leadership during change processes. Offering solutions can make the feedback process feel collaborative and solution-oriented, which is more likely to lead to positive changes and strengthen the working relationship.

I offered practical suggestions for improvement, such as additional team check-ins or clearer communication strategies, to help navigate the changes more smoothly.

It involves sending a summary email to your boss to thank them for the discussion, reiterate key points, and outline any agreed-upon actions. This follow-up not only serves as a record of the conversation but also shows your dedication to continuous improvement and the successful implementation of change. It helps keep both parties accountable and maintains the momentum for the changes discussed, reinforcing the importance of the feedback and the commitment to addressing it.

After our discussion, I checked in periodically to offer further support and to see how the implemented changes were progressing, demonstrating ongoing commitment and collaboration.