What do you do if you receive feedback that challenges your leadership style?

??Accept the feedback openly and thank the person for their input. ??Take time to analyze the feedback and consider its validity and potential for improvement. ??Identify areas where adjustments can be made in your leadership approach based on the feedback received. ??Commit to ongoing self-reflection and improvement in your leadership style based on feedback received.

Escuchar y preguntar inteligentemente es la mejor forma de entender cualquier cosa. ?Qué decimos de alguien que nos escucha mucho y habla poquísimo? Que es un gran conversador y que da gusto hablar con él. Si tu equipo te da feedback no siempre va a ser positivo. Escucha, comprende la situación y podrás mejorarla. Desde un simple malentendido hasta algo más profundo que merece la pena que investigues más y cambies. Agradece el feedback pq te da la oportunidad de mejorar las cosas. Lo que es mucho peor es que te digan que todo va genial y te vayan comunicando bajas voluntarias tus mejores colaboradores.

Lo tomaria como un crecimiento tanto personal como profesional, ya que se sale de la zona de confort con la finalidad de poder ecolucionar y buscar nuevos retos.

"Escuchar" es lo más difícil: porque no lo esperábamos y no estamos preparados, porque venimos con la cabeza en nuestros propios pensamientos y modelos mentales, porque el Otro no se sabe explicar o nosotros nos resistimos a entender. Sin embargo, una retroalimentación inesperada siempre es una oportunidad para replantearse la causa de la imagen/acitud/accion que el Otro está viendo en nosotros y evaluar cómo actuar en consecuencia.

Se receber um feedback que desafie meu estilo de lideran?a, encaro como uma oportunidade de crescimento. Escuto atentamente para entender as perspectivas oferecidas e reflito sobre como posso melhorar. Adapto-me às necessidades da equipe, mantendo a autenticidade do meu estilo de lideran?a. Agrade?o pelo feedback construtivo e digo que estou sempre aberto a aprender e evoluir.

All feedback deserves to be heard if it is meant honestly and kindly. But I don't have to agree with every person giving feedback. My approach to feedback is that I first listen to the feedback and think about whether I agree. If that is the case, I try to change my behavior.

Reflecting honestly is like having a heart-to-heart with yourself - it's about being real and raw, even when it's uncomfortable. Start by finding a quiet spot where you can just be with your thoughts, then ask yourself the tough questions and really listen to what comes up. And don't forget to give yourself some grace along the way - we're all works in progress, after all!

Tómate el tiempo necesario para reflexionar sobre los comentarios recibidos. Considera si hay algún patrón recurrente en las críticas y si hay áreas específicas de tu liderazgo que podrían necesitar mejoras.

When I received feedback about my style being a bit too "hands off," I took the time to reflect honestly about what my team told me. I reminded myself that it was great they felt comfortable enough to share this with me. I acknowledged that my natural leadership inclination was to give my team a lot of autonomy, but I hadn't considered how that could leave them feeling adrift. It required some introspection to recognize that what I saw as empowering, they experienced as a lack of direction. I had to critically examine my assumptions about what the team needed from me as a leader. This honest self-reflection enabled me to make meaningful changes to provide the guidance & structure they were looking for while still fostering independence.

After receiving feedback, don't jump to conclusions! Great leaders take time to reflect honestly on the input. This means thinking about: Is there truth to it? Analyze the feedback and see if it aligns with your self-awareness of your leadership style. Does it fit my goals? Consider how the feedback relates to your leadership aspirations. Remember, honest reflection isn't about blame or excuses. It's about objectively assessing your leadership and identifying areas to grow. By truly thinking about the feedback, you can unlock powerful insights that will make you a more effective leader!

Una vez que hayas procesado los comentarios, busca comprender la perspectiva detrás de ellos. Pregunta a la persona qué aspectos específicos de tu estilo de liderazgo les preocupan o les hacen sentir incómodos. Esto puede ayudarte a obtener una comprensión más clara de las áreas que necesitas abordar.

Don't Be Shy: Ask for Clarification (?) Feeling confused about the feedback? Great leaders don't shy away from questions! If something's unclear, ask for clarification. This shows you're engaged and truly want to understand their perspective. By asking questions, you can avoid misunderstandings based on assumptions or vague comments. Remember, clear communication is a key leadership skill, and that includes discussing feedback openly and constructively. This extra step can help you gain valuable insights and ensure you're both on the same page moving forward.

Wenn Aspekte des Feedbacks unklar sind, ist es wichtig, nach Kl?rung zu suchen. Dies zeigt Engagement und den Willen, die pr?sentierte Perspektive zu verstehen. Das Vermeiden von Missverst?ndnissen, die durch Annahmen oder vage Kommentare entstehen, ist essenziell. Klare Kommunikation ist eine Schlüsselkompetenz für Führungskr?fte. Indem ich Feedback offen und konstruktiv diskutiere, f?rdere ich ein besseres Verst?ndnis und st?rke die Vertrauensbasis innerhalb des Teams. Dieser Ansatz unterstützt eine Kultur der Offenheit und kontinuierlichen Verbesserung, die für effektive Führung unabdingbar ist.

la capacidad de respuesta es fundamental para mantener la efectividad y la credibilidad como líder. Al abordar los comentarios desafiantes con determinación y proactividad, estarás demostrando tu compromiso con el éxito tanto individual como colectivo de tu equipo y organización.

After listening, reflecting, and clearing things up, it's time to take action! Great leaders don't wait - they turn feedback into a plan. Here's how to make a winning plan: Set SMART Goals: Create specific, measurable, achievable, relevant, and time-bound goals for changing your behavior. Upskill Yourself: Think about seeking additional training or mentorship to address specific areas for improvement. Engage Your Team: Develop new strategies to keep your team motivated and involved. Remember, your plan should be realistic and achievable. A well-crafted plan shows your team you're committed to growth and that their feedback matters! By taking action, you demonstrate your dedication to becoming the best leader you can be.

Nachdem ich zugeh?rt, reflektiert und gekl?rt habe, ist es wichtig, einen responsiven Plan zu erstellen. Das bedeutet, konkrete Ziele für Verhaltens?nderungen zu setzen, zus?tzliche Schulungen oder Mentoring in Anspruch zu nehmen oder neue Strategien zur Teambindung zu entwickeln. Der Plan sollte das erhaltene Feedback berücksichtigen und realistisch sowie erreichbar sein. Ein gut durchdachter Plan zeigt mein Engagement für die Weiterentwicklung als Führungskraft und signalisiert dem Team, dass sein Feedback ernst genommen wird. So f?rdere ich eine Kultur der kontinuierlichen Verbesserung und des Vertrauens.

Making changes to your leadership style is all about taking small steps and being open to learning along the way. Start by talking to your team about the feedback you've received and brainstorming together on how you can improve. Then, roll out the changes gradually, keeping the lines of communication open and being patient with yourself as you adapt to new ways of leading.

No esperes a que los problemas se agraven antes de tomar medidas. Adopta un enfoque proactivo para abordar las preocupaciones identificadas y trabajar en la mejora continua de tu estilo de liderazgo. Esto puede implicar la implementación de nuevas estrategias, la participación en programas de desarrollo profesional o la búsqueda de orientación adicional.

Here's how to craft your action plan: SMART Goals Rule: Set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals to change your leadership behaviors. This ensures clear direction and progress tracking. Level Up Your Skills: Consider seeking additional training or mentorship to address specific feedback points. Invest in your growth! Boost Team Engagement: Develop new strategies to keep your team motivated and involved. A happy and engaged team is a high-performing team!

Die Implementierung von ?nderungen ist der Schritt, bei dem Feedback greifbar wird. Beginne mit den geplanten ?nderungen und kommuniziere diese an dein Team. Egal, ob es darum geht, deinen Kommunikationsstil anzupassen, effektiver zu delegieren oder zug?nglicher zu sein, Ma?nahmen zu ergreifen zeigt Anpassungsf?higkeit und Wachstumsbereitschaft. Dieser Prozess erfordert kontinuierliche Anstrengungen und Geduld, ist aber entscheidend für die Weiterentwicklung deines Führungsstils. Durch die Umsetzung des Feedbacks demonstrierst du dein Engagement für Verbesserung und st?rkst das Vertrauen und die Zusammenarbeit im Team.

Evaluar el progreso te permite tomar decisiones informadas y orientadas hacia el crecimiento tanto personal como profesional. Al mantener un enfoque centrado en el desarrollo y la mejora continua, demostrarás tu compromiso con el éxito a largo plazo de tu equipo y tu organización.

Great leaders don't stop after making a plan - they track their progress! Here's how to evaluate your leadership development: Feedback Check-In: Seek follow-up feedback from your team. Did your changes make a difference? Reflect on Experiences: Take time to reflect on how your leadership is impacting your team and your own growth. Review the Results: See if the changes you implemented are having the desired positive impact.

What signs you need to understand to know if you are progressing? Turn over, unmotivated team, difficulty to meet goals. Bad things surface immediately, unfortunately that is after the fact. This is a team situation and you are part of the team, so assess your progress as often as necessary without creating a hard environment.

It's important to approach it with an open mind and a willingness to learn and grow if you receive feedback challenging your leadership style. Take the time to reflect on the feedback, considering the perspectives of those who provided it, and identify areas where you can make improvements or adjustments. Engage in constructive dialogue with your team or peers to better understand their concerns and collaboratively explore potential solutions or changes to your leadership approach.

Feedback, no matter the source, presents a valuable opportunity for growth & development. It's crucial to approach feedback with an open & receptive mindset, recognizing that it represents a subjective perspective. Take the time to carefully consider it, reflecting on its potential merits & relevance to your personal & professional growth. Evaluate which aspects of the feedback resonate with you & align with your goals, & determine what constructive insights you can glean from it. Remember, you have the autonomy to discern which elements of the feedback are most pertinent & actionable for your own development journey. Embrace feedback as a tool for continuous improvement, while exercising your own judgment in applying it effectively.