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What are the best ways to ensure your board provides constructive feedback to management?

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Constructive feedback is essential for any organization to improve its performance, align its strategy, and resolve its issues. However, giving and receiving feedback can be challenging, especially when it involves the board and the management. How can you ensure that your board provides constructive feedback to management in a way that fosters trust, respect, and collaboration? Here are some best practices to consider.

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Johnydous R

Senior Operations Manager
Yames Gonzales

Author | Dynamic Speaker on Business, Personal Development, and Agile Methodologies | ????

1 Define expectations and goals

Before you can provide constructive feedback, you need to have a clear and shared understanding of what you expect from each other and what your goals are. This means that you should have a well-defined board charter, a performance evaluation framework, and a strategic plan that guide your board and management roles, responsibilities, and objectives. You should also communicate these expectations and goals regularly and transparently, and review them periodically to ensure they are relevant and realistic.

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Johnydous R

Senior Operations Manager
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Ensuring that the board provides constructive feedback to management is crucial for the effective governance and performance of an organization. Here are some best practices to facilitate a culture of constructive feedback within the board Establish Open Communication Channels Clearly Define Roles and Responsibilities Set Expectations for Constructive Feedback Regular Performance Reviews Provide Training on Effective Feedback Utilize External Facilitators Anonymous Feedback Mechanisms Encourage Two-Way Communication Focus on Solutions Dedicate Time for Feedback Discussions Utilize 360-Degree Feedback Establish a Feedback Committee Promote a Positive Tone Regular Board Retreats Continuous Improvement Mindset

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Dra. Ana Cristina Pineda Mu?oz. Master Coach.

Presidente de la Federación Internacional de Coaching Deportivo (FICD) y de la Asociación Venezolana de Coaching Deportivo (ASOVECODE). Liderazgo|Deporte|Equipo|Inteligencia Emocional|Neuroeducación| ICF-CIC-GCC
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De acuerdo al enunciado, dejo las siguientes recomendaciones: 1. Programar reuniones regulares para revisar el progreso hacia los objetivos y discutir las expectativas. Esto brinda la oportunidad de aclarar cualquier duda y recibir retroalimentación directa. 2.Complementar las reuniones con informes escritos que detallen el estado de los objetivos y las expectativas. Esto proporciona a la junta directiva una referencia tangible y la oportunidad de reflexionar antes de las reuniones. 3.Fomentar la apertura y la honestidad. Crear un entorno en el que la comunicación abierta sea valorada. Animar a la gerencia a compartir tanto los logros como los desafíos en el camino hacia el cumplimiento de los objetivos. ?La transparencia es útil!

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2 Establish a feedback culture

Constructive feedback should not be a one-time event or a formal exercise. It should be part of your board culture, where you encourage open and honest dialogue, seek diverse perspectives, and value continuous learning and improvement. To establish a feedback culture, you need to set the tone from the top, model the behavior you want to see, and create a safe and supportive environment where feedback is welcomed and appreciated. You should also use various channels and methods to give and receive feedback, such as board meetings, surveys, interviews, and coaching sessions.

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3 Focus on the issue, not the person

One of the most common pitfalls of giving feedback is making it personal or emotional, which can lead to defensiveness, resentment, or conflict. To avoid this, you should focus on the issue, not the person, and use objective and factual evidence to support your feedback. You should also avoid generalizations, judgments, or accusations, and instead use specific examples, observations, or data to illustrate your point. Moreover, you should balance your feedback with positive and negative aspects, and acknowledge the strengths and achievements of the management.

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Dra. Ana Cristina Pineda Mu?oz. Master Coach.

Presidente de la Federación Internacional de Coaching Deportivo (FICD) y de la Asociación Venezolana de Coaching Deportivo (ASOVECODE). Liderazgo|Deporte|Equipo|Inteligencia Emocional|Neuroeducación| ICF-CIC-GCC
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Centrarse en el problema y no en la persona, comporta, la especificidad como enfoque, lo que considero fundamental. Esto implica proporcionar detalles concretos sobre el comportamiento o la situación en cuestión, en lugar de generalidades. Se centra en brindar sugerencias u orientación clara sobre cómo mejorar, abordando directamente los aspectos que requieren atención. Este enfoque permite que la retroalimentación sea objetiva y esté vinculada a acciones específicas, evitando juicios personales y fomentando la mejora continua.

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4 Provide actionable and timely feedback

Constructive feedback is not only about identifying problems or gaps, but also about offering solutions or suggestions for improvement. Therefore, you should provide actionable and realistic feedback that helps the management understand what they can do differently or better to achieve the desired outcomes. You should also provide feedback in a timely manner, so that it is relevant and useful for the management. For instance, you should give feedback soon after a board meeting, a project completion, or a performance review, rather than waiting for months or years.

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Dra. Ana Cristina Pineda Mu?oz. Master Coach.

Presidente de la Federación Internacional de Coaching Deportivo (FICD) y de la Asociación Venezolana de Coaching Deportivo (ASOVECODE). Liderazgo|Deporte|Equipo|Inteligencia Emocional|Neuroeducación| ICF-CIC-GCC
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Proporcionar comentarios prácticos y oportunos en una empresa, implica brindar retroalimentación constructiva y específica a los colaboradores y miembros de la organización sobre su desempe?o, comportamiento y logros. Los comentarios prácticos y oportunos son importantes porque permiten a los ejecutivos, corregir errores y mejorar su desempe?o de manera oportuna, lo que a su vez contribuye al éxito general de la organización. Además, la retroalimentación oportuna ayuda a los colaboradores, a mantener la motivación y el compromiso, ya que les muestra el impacto de su trabajo y de cómo pueden mejorar en el futuro.

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5 Follow up and monitor progress

Constructive feedback is not a one-way communication, but a two-way dialogue that requires follow-up and monitoring. This means that you should not only give feedback, but also listen to the management's response, address their concerns or questions, and clarify your expectations or recommendations. You should also agree on the next steps, the timeline, and the indicators of progress, and track them regularly to ensure that the feedback is implemented and effective. Additionally, you should provide ongoing support, recognition, and encouragement to the management as they work on their improvement areas.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Yames Gonzales

Author | Dynamic Speaker on Business, Personal Development, and Agile Methodologies | ????
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En mi experiencia, establecer un canal fluido y regular de comunicación entre la junta directiva y la gerencia es fundamental para asegurar la retroalimentación constructiva. Implementar reuniones periódicas y bien estructuradas, donde se aborden tanto los logros como las áreas de mejora, promueve un diálogo transparente. Además, incorporar prácticas de evaluación 360° puede ofrecer una perspectiva integral, permitiendo que la retroalimentación fluya en ambas direcciones de manera efectiva. Por otro lado, la honestidad y la apertura en estas interacciones son clave para impulsar un ambiente de mejora continua y colaboración.

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What are the best ways to ensure your board provides constructive feedback to management?

1

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3

4

5

6

1 Define expectations and goals

2 Establish a feedback culture

3 Focus on the issue, not the person

4 Provide actionable and timely feedback

5 Follow up and monitor progress

6 Here’s what else to consider

Business Management

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What are the best ways to ensure your board provides constructive feedback to management?

1

2

3

4

5

6

1 Define expectations and goals

2 Establish a feedback culture

3 Focus on the issue, not the person

4 Provide actionable and timely feedback

5 Follow up and monitor progress

6 Here’s what else to consider

Business Management

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