You're faced with feedback demanding a shift in leadership style. How will you adapt to meet the challenge?

Use the ability model of EI. 1) perceive or map emotions. "demanding" is strong so likely one's first reaction is to defend. Then, consider how the team is feeling. 2) connect or match emotions, what emotions can help you connect with how the team feels (emotional empathy) and connect emotions to help you process - some sort of reflective state; 3) understand the meaning of emotions, what drives "demands", to what extent is it you, team, culture, environment (cognitive empathy); 4) manage your and others' emotions to process the feedback, consider whether it is possible the feedback is correct, what actions if any you will take (and when). Remember most of us over-estimate our skills and there may be some truth to that tough feedback.

Feedback may feel personal which may cause a reaction of defensiveness at first. Take time to feel, process, and create some space. Give yourself some time before considering the feedback. Do you agree? Do you need more information or specific examples? Has this been a theme you've received in the past? The opportunity to adapt begins when you're willing to see your own area for growth and improvement by choosing who you want to be and how you want to show up moving forward. Take ownership that you'll work on it and get the support and accountability you need.

No one can “demand” that you make a change through giving you feedback. Feedback at its best involves a dialogue: the opportunity to listen to the perspective, ask questions, ask for examples and also ask for suggestions on improvement. If it is delivered as a “demand” it is not feedback, it is a demand. Every feedback receiver has the opportunity to agree and accept the feedback or disagree and move on. It would be good to also seek out additional sources of feedback to see if this demand is truly an opportunity for change or an unrealistic request. If it ends up as an unrealistic request, it would be critical to understand and collaborate on what other changes can be made to satisfy all parties, including the leader.

You might think of leadership style as a cluster of behaviors. As you reflect on the feedback, it might be helpful to consider how your behaviors are being perceived. Rather than making a major shift in your style, you may just need to adapt your behavior to the circumstances and the needs of the team.

Disagree with order above of Reflection then Clarity. The first thing is seek clarity, what is/are the concerns, who has them, when and for how long. Listen to understand. Ask clarifying questions, make double sure you aren’t being/perceived as defensive. Thank those who spoke. It’s ok to say it’s uncomfortable to hear, make a commitment to reflect. Good time to affirm “a culture of accountability is positive”. It’s important the leader (anyone) isn’t ganged up on. Respectful feedback is best. The leader should inform their supervisor what is going on. Establish next step plans. Remember feedback may not be fact. Change in style may not be the first, best solution. Their word “demand” is a red flag for me. More reflection required.

The good news is that the team is comfortable enough to share with you their concerns. The challenge is making certain that you understand what is causing them to want to give feedback. You might want to consider how uncomfortable you are making them because you are holding them accountable to meet their performance expectations – and are they.

Leaders should take time to create an environment of psychological safety where team members feel comfortable sharing their thoughts openly. Encourage them to provide specific feedback rather than making broad statements about micromanaging. For instance teams should be able to highlight how the frequency of alignment meetings is impacting project timelines and reducing team initiative. This kind of feedback gives you clear, actionable insights to work with.

Providing feedback with key points for improvement is most effective when supported by relevant examples and context. As highlighted in the "Diary of a CEO," the quote "You must never disagree" serves as a powerful reminder. This approach enhances your skills in communication, negotiation, conflict resolution, winning agreements, being heard, and changing minds. Adopting this mindset can transform your leadership style and improve your interactions with others.

You may agree or not with the feedback, but either it is true or not coping with mere perception or pure reality requires the same attitude which is acknowledging and showing the changes.

You need to have more than one style of leadership. You can't have a single style of leadership and expect others to fall in line. A single style of leadership is a flawed thought. Do as the situation demands, increase the capacity of your quiver, talk to people and understand their needs. Leadership is about others and not any style.

Capitalize on feedback to amplify your leadership strengths and pinpoint areas for strategic growth. Leverage self-assessment tools and insights from trusted colleagues to gain a clear picture of your leadership impact. Focus your energy on one or two key areas for immediate improvement, breaking down objectives into clear, actionable steps. For example, if feedback highlights the need for greater collaboration, implement regular team meetings designed to actively solicit input and foster a more inclusive decision-making process. A skilled coach, mentor, mentor-coach always help.

Within that plan, thank about how: 1) how you will yourself know you are improving and 2) how others will know you are improving. These two references, internal and external will be very important to put together to validate that real, relevant change is happening.

Plan Strategically: Developing a strategic plan to address the feedback involves setting specific, actionable goals. This plan should outline the steps needed to shift the leadership style effectively while keeping the overall vision and mission of the team in mind.

Once you work out what the feedback means for you and where you need to move towards - it's time for a considered and focused plan. Take the time (perhaps work with a coach or mentor) to figure out what needs to shift for you and how you can achieve that successfully. Put your plan into action and revisit it.

Encouraging feedback and listening to understand the points is a necessary action for a leader. Reflecting on how we, as leaders can adapt, is another aspect of growing, learning, and building trust. Bringing a plan of making changes based on the feedback and what will work with our capabilities and what the company needs is what everyone desires in a leader. If you have done the things above you have earned the right to lead today. Good luck tomorrow as we need to earn the opportunity to be in this position!

Communicate Openly Transparent Communication Share your plan: Let your team know about the changes you are making and why. Be honest about challenges: Share any difficulties you are facing and how you are addressing them.

This actually just happened to me recently. I had 3 of my nonprofit board members come to me and tell me I needed to stop. I had transfered grief to pushing, pushing, pushing. Unfortunately it was creating blocks for what needed to happen. It was such a beautiful gift that I needed to hear. Looking for input in the leadership we are providing is necessary to continue to be a better leader. I always encourage people that I trust by asking them their opinion.

Effektive Kommunikation ist die Grundlage jeder erfolgreichen Führung. In der integralen werteorientierten Führung spielt Klarheit und Transparenz eine zentrale Rolle. Fragen Sie sich: Wie kann ich meine Kommunikation verbessern, um Vertrauen und Verst?ndnis zu f?rdern? Ein praktischer Tipp ist, regelm?ssig offene Dialoge mit Ihrem Team zu führen, Feedback einzuholen und Ihre Entscheidungen transparent zu erkl?ren. Dies st?rkt die Beziehung zu Ihren Mitarbeitern und f?rdert eine Kultur der Offenheit und des gegenseitigen Respekts.

It is not about changing your leadership style. We don’t impose a style but we adapt to the culture and values of the company.

Adapting your leadership style in response to feedback is not an easy task, but it is a rewarding one. By understanding the feedback, assessing your current style, implementing changes, monitoring progress, communicating openly, and leading by example, you can transform challenges into opportunities for growth.

Implement Gradually: Change doesn’t happen overnight. Implementing new leadership practices gradually allows for adjustments and provides the team with time to adapt. This approach minimizes disruption and ensures smoother transitions.

Start incorporating the desired changes into your daily leadership practices and consistency is key to building trust and demonstrating genuine change.

Think about low-hanging fruit - those visible changes that will let your team and leadership be aware that you are changing. If they are manageable adjustments, you will be capable of demonstrating your disposition to change. If they are too large of a chunk to manage, you can become a floundering beginner, and that will not help your cause!

Gradual implementation is the key to lasting leadership change. Starting with small adjustments gives both you and your team time to adapt smoothly. By monitoring progress and seeking continuous feedback, you ensure that the changes are effective without disrupting momentum. Leadership growth is a process, and patience pays off in creating real, lasting impact!

Evaluate Progress: Regularly evaluating the impact of the changes and seeking continuous feedback ensures that the new leadership style is effective. This ongoing assessment helps in fine-tuning the approach and demonstrates a commitment to growth and improvement.

ncourage Feedback Create a feedback-friendly environment: Make it easy and safe for your team to give feedback. Act on feedback: Show that you take feedback seriously by making visible changes.

Schedule regular check-ins with your team to discuss your progress and gather feedback and be flexible and willing to make further adjustments based on continuous feedback.

There are a few ways to do this - review it against the plan you identified, review it against the goals you set for shifting your leadership style and review it against the feedback you are now getting. Keep asking for feedback and build on it.

Progress will be assessed through more feedback. Either it is structured as a regular process or not. Any development plan required a routine of progress evaluation 360.