You're facing criticism of your leadership style. How can you turn feedback into a leadership advantage?

This is counterintuitive but one emotion you should cultivate and acknowledge with critics is gratitude. ?? People who don’t like something about you have a few choices of what to do with their opinions. The easiest things are to say nothing or to only share their opinions privately behind your back with others. The harder thing to do is to criticize you directly or openly. When you get feedback like that, you should at least appreciate that the critic cared enough to let you hear it. They took a risk of upsetting you. Instead of assuming they did it just to hurt you, assume that they cared enough to tell you to help you improve.

When facing criticism of your leadership style, acknowledging your emotions is crucial. Marillyn Hewson, former CEO of Lockheed Martin, exemplified this approach when she received feedback about her decision-making process. Initially, she felt defensive, but she took a step back to process the feedback calmly. By managing her emotions and not reacting impulsively, Hewson was able to objectively evaluate the criticism and identify areas for improvement. This self-awareness helped her adapt her leadership style, ultimately strengthening her team's trust and collaboration. By acknowledging and managing your emotions, you can turn feedback into an opportunity for growth and enhance your leadership effectiveness.

Facing criticism of your leadership style presents an opportunity for growth. Begin by actively listening to the feedback without defensiveness, showing genuine interest in understanding the concerns. Reflect on the insights provided, identifying areas for improvement and potential blind spots. Transform feedback into a leadership advantage by implementing constructive changes and demonstrating adaptability. Communicate your commitment to growth with your team, involving them in the process to foster a culture of continuous improvement. This proactive approach not only strengthens your leadership but also builds trust and respect within your team. #ContinuousImprovement

Las críticas con intención constructiva en un marco de privacidad y respeto son siempre una ventaja. Alguien que lidera debe dar ejemplo y mostrar coherencia. Normalizamos dar feedback a nuestros equipos entendièndolo como una herramienta de aprendizaje, pero lu (ego) parece que tenemos que gestionar ciertas resistencias al recibirlo nosotros. Si tú como jefe tienes que gestionar emociones subyacentes de esas críticas, debes de ser absolutamente empático cuando te toque hacerlas a ti. Bien hecho es un regalo independientemente de quién lo realice.

The work to make this an advantage starts with developing two important mindsets: 1. A fascination with the truth/facts 2. Being un-offendable These lay the foundation for leaders to respond, "That's interesting; tell me more about what you are seeing/saying/hearing." When you make the choice to be un-offendable, you are equipped to dodge the acute stress response and keep your mind open. Combined with an insatiable thirst for the truth and facts, you can take in and process the feedback. When you respond to people with curiosity and a rational mindset, you'll have access to more information. That's not to say you blindly accept the criticism as fact. Process their point of view, ask clarifying questions, and then make a decision.

Insight into how your leadership is landing is the ultimate power. Without it, we exist merely in a vacuum. (Which is more 'comfortable' short-term perhaps, but doesn't fuel long-term growth). The ego may initially feel bruised on receipt of feedback (this is a primal instinct). But reframing it as 'the gift of vital and empowering insight' may be a useful reframe.

Turn feedback into an advantage by seeking clarity. Ask specific questions to understand the root of the criticism and gather detailed examples. This proactive approach shows your commitment to genuinely understanding and addressing concerns, transforming vague complaints into actionable insights. ????

To invite critique of ones self is not a skill for the weak minded individual. A leader that wants healthy wholistic growth, individually or corporately, must value allowing room for information that is brought into the light of knowledge. Informed decisions are valuable not only to the leaders capability but also to the people around them in feeling valued in their investment of time and opinion.

Request specific examples and detailed explanations to understand the feedback fully. Ask for concrete situations where your leadership style was perceived as problematic. This clarity allows you to pinpoint areas needing improvement and understand the context behind the criticism.

When facing criticism of your leadership style, it's crucial to evaluate its fairness. Ajay Banga, former CEO of Mastercard, faced various criticisms throughout his career. He developed a habit of assessing feedback by considering its source, context, and content. Banga would acknowledge valid feedback and make necessary adjustments to his leadership approach. For unfair or misinformed criticism, he addressed misconceptions respectfully and provided clear explanations. This method helped him enhance his leadership while maintaining respect and trust within his team. By evaluating criticism fairly, you can turn it into a constructive tool for personal and professional growth.

Evaluating input in a tight rope act. This is the fine skill that separates good leaders from great ones. The ability to tactfully tread through opinions while maintaining the value of the input and vulnerable person behind it is a skill that pays huge dividends in keeping the team driven and achieving results. the best criticism always values the person even if their ideas are discounted.

Evaluate the fairness of the criticism by considering its validity and the context in which it was given. Reflect on whether the feedback is based on factual observations or personal opinions. This critical assessment allows you to focus on constructive elements while setting aside unfounded critiques, ensuring a balanced response. ????

Evaluate fairness by soliciting specific examples, understanding perspectives, and reflecting on your decisions. Turning feedback into a leadership advantage involves transparently addressing concerns, adjusting practices if needed, and communicating decisions clearly to foster trust and respect among your team.

Assess the feedback objectively. Determine whether the criticism is valid and if it reflects a common perception among your team. Consider the sources of the feedback and whether there are patterns indicating areas for genuine improvement.

I am big on seeking understanding. So in the cases where I have received this kind of feedback I try to ask questions to understand more of where they are coming from and how it can be remedied. Sometimes, it’s a lack of information on one or both sides, other times a simple fix, and others something more complex that requires some thought and effort on how to remedy. No matter the resolution, I usually find that the conversation itself creates safety and improves the working relationship and team dynamics. It also helps to make them more receptive to your feedback as well.

The key here is self awareness. When you receive criticism, you must not immediately get defensive. However hard it may be, you must consider the potential that the thing is true. This is why I find the most valuable thing to do here is to engage in dialogue with the person who made the critique. Stay calm, listen to what they have to say, thank them for their feedback and then reflect on if the things they said have merit and if so put together a plan to address them and improve. A lot of people think they aren't progressing because others are holding them back when in fact, its them who's holding them back.

Engage in open and honest dialogue with your team to discuss the feedback. Encourage a two-way conversation where all voices are heard and respected. This collaborative approach fosters a culture of transparency and collective problem-solving, turning criticism into a catalyst for team unity and improvement. ?????

Open a dialogue with your team or colleagues to discuss the feedback. Encourage honest and constructive conversations about your leadership style. This engagement shows your willingness to listen and demonstrates your commitment to improvement.

Engaging in a dialogue with the person offering criticism is a powerful way to turn feedback into an advantage. This conversation shouldn't be confrontational but rather a collaborative discussion on how you can improve your leadership style. By engaging respectfully, you not only gain valuable insights but also strengthen your relationships with your team, fostering an environment of open communication and mutual respect.

When faced with criticism of his leadership style, Brian Cornell, CEO of Target, effectively turned feedback into an advantage by implementing changes. After receiving feedback about his communication and decision-making processes, Cornell identified specific, actionable steps to improve. He altered his communication style to be more inclusive and transparent, and adjusted strategies to better align with team expectations. This proactive approach led to increased employee satisfaction and improved organizational performance. By implementing changes based on valid feedback, you demonstrate a commitment to personal growth and show your team that their input is valued and impactful.

Show your commitment to growth by implementing changes based on the feedback. Develop and communicate a clear action plan that addresses valid concerns. Taking decisive steps to improve demonstrates responsiveness and accountability, reinforcing your dedication to effective leadership. ????

Implementing changes is critical. Listening to feedback and identifying steps for improvement (and share them widely) is a great start. But I have often seen, also at Google where I spent 5 years, lack of implementation of the identified and shared steps. Even when implementation was achieved, the solution was weak and often times just a "sweet pill" to show you care, not to prove you do. I, therefore, suggest to commit to few changes, but in a authentic and profound manner and prove our commitment, instead of trying to build a facade. Authenticity wins, always.

Develop an action plan to address the areas identified in the feedback. Set specific, measurable goals for improving your leadership style. This might involve seeking additional training, adjusting your communication approach, or adopting new leadership practices. Implementing changes shows your responsiveness and dedication to personal growth.

I encouraged my team to offer feedback on my leadership because I wanted to improve and grow as a leader. I would actively listen to what was said and avoid taking it personally. I would explore ways to implement changes to respond to feedback. I would celebrate that there wasn't a long list and take it as a win. I listen to podcasts, read articles on leadership, and look for role models whose behaviour I could model. I implemented what I found and tested to see if I was making a positive improvement. My approach demonstrated to the team that criticism need not be regarded as a negative and could contribute to personal growth.

Regularly reflect on your progress and the impact of the changes you've made. Seek ongoing feedback to ensure you are moving in the right direction. Continuous self-reflection and willingness to adapt are crucial for long-term growth as a leader.

Criticism, even when delivered harshly, can be a hidden gift. For example, imagine a team member saying, "You're always micromanaging!" While your immediate reaction might be defensive, take a deep breath. Could there be a grain of truth in their words? Maybe you've been too busy with their work lately because of a tight deadline. Instead of dismissing their feedback, use it as an opportunity for growth. Examine your behaviors, adjust your approach, and demonstrate to your team that you value their input and are committed to improving. Every critique is a chance to become a better leader.

It’s difficult to be surprised by negative news about yourself. However, from the neuroscience perspective, emotions last 3-6 seconds and then are “fed”by our thoughts or thinking patterns. Being aware of these is crucial in leadership roles. Still, leaders are also human and feeling surprised, hurt or wounded, is human nature. If you are able to recognize and label these feelings, you have great opportunity to bring “pinch” of vulnerability to your leadership.

Face leadership criticism? Embrace it! Thank the giver, truly listen (communication, delegation, feedback issues?), then self-reflect. Is there truth? Develop a plan to improve (coaching? reading?) Be transparent with your team – you're actively growing based on their input. Track progress and seek more feedback. Great leaders never stop learning! This growth fosters trust, a positive environment, and a more successful team.

Using feedback as a tool is a great must-have discipline for a grow-minded leader. I ask for feedback from people around me all the time. I have learned that I need to be careful and that feedback will not drive me because I can quickly become a follower of others instead of staying a leader. The feedback is often negative, especially if I lead a more significant change, which is a good sign that ongoing change touches the people and is accurate. It is an opportunity to think and evaluate it and either explain what you do and mainly why you do it better or adapt the change process. Never stop the change to feel good from positive feedback.

Here are a few ideas! - Ask a few people 1:1 to help you understand more about the feedback. Do this in an open and constructive way, e.g. Ask for their advice, what would help, where would they focus? - Share that you’ve identified some areas you want to work on and ask for your team’s support. It doesn’t have to be a big deal or detailed. Calling it out helps show you’re listening and makes it more likely something you will act on. - When working on the area, ask for specific feedback on your impact. E.g. in that meeting, I tried to ask more questions, how did that come across?