Soliciting Constructive Feedback

They say “it’s lonely at the top,” and this certainly can be the case. But, it doesn’t need to be this way. As a leader, I’ll be the first to admit that I need feedback too! I make sure my team is aware of this and will often solicit their feedback for my own learnings and improvement. Feedback can be tricky though. It can be awkward to deliver…and awkward to receive. And if you’re anything like me, it’s sometimes hard NOT to take it personally. Here are some tips on how leaders can solicit feedback from the team: 1️⃣ Embrace the balance of +/- feedback Getting only one side of the story isn’t going to get you anywhere. Make sure your team knows that you’re open and receptive to both praise and constructive criticism. In many cases, team members won’t hesitate to praise, but they struggle to give valuable feedback that can lead to improvement. Make sure your team knows you’re ready and willing to hear this. 2️⃣ Have a plan to solicit feedback It can be awkward to ask your team to share their thoughts out of the blue. My suggestion is to come up with a cadence or consistent opportunity that allows them to provide feedback in a psychologically safe place. For instance, consider ending your weekly 1:1’s with a repeat question  like “What is one thing I can do to better support you?” or “What should I start or stop doing that will help you succeed your professional goals?” 3️⃣ Welcome some discomfort No matter how established your plan is, the other person may feel uncomfortable sharing feedback upstream. Avoid asking questions that can be answered with “yes” or “no” and set up your questions so they know you’re genuinely interested in what they have to say. Make sure they understand that you’re open to hearing their thoughts without repercussions or consequences. 4️⃣ Seek to understand When someone gives you feedback, you want to listen in a manner so you can respond and validate that you heard them.  The goal here is to understand different points of view without feeling the need to be defensive. It may be important to ask for specific examples so you can connect the dots back to the opportunity to learn. If anything is unclear, use the opportunity to gain clarity during the discussion. 5️⃣ Make giving feedback a team habit One of the best ways to ensure psychological safety and create stability for the team is to normalize conversations around feedback. Invite the criticism and take notice of opportunities to provide praise. You might think you’re already doing this but when you make a true priority, you’ll feel the shift and never look back. Leaders who surround themselves with trusted colleagues that feel safe and comfortable giving feedback will always shine brighter. ☀️ What do you think? If you're a leader-->Do you solicit feedback from your team? If you report to a leader-->Do you feel comfortable sharing your feedback? #whatinspiresme #feedback #leadership

Good: → "Thanks for the feedback." Better: → "Thanks for pointing that out. I'll try to do better next time." Best: → "I appreciate you taking the time to provide constructive feedback on my presentation style. I understand your point about pacing & will consciously work on varying my speed in the future." Next level: → "I actively solicit feedback after each presentation. I've found that asking specific questions like, "What was the most impactful part of the presentation?" or "What could have been clearer?" yields the most actionable insights. I then meticulously track & analyze this feedback to identify patterns and areas for consistent improvement." Reality: → "Sometimes, feedback stings. It's easy to get defensive, especially when you're passionate about your work. The reality is, even the harshest feedback often contains a kernel of truth. The key is to separate the message from the delivery, focus on the intent, and identify actionable steps for growth. Remember, feedback is a gift, even when wrapped in prickly paper." Accepting feedback takes practice sometimes. Have you ever felt stung by a constructive feedback? Share your stories before.

We've all been in situations, both professionally and personally, where someone acts abrasively or somewhat inappropriately, right? So, how do you provide constructive criticism or feedback? How do you provide the necessary feedback to make that person more "aware" and to alter their behavior for the better in the future? So here's some thought on how to approach: 1️⃣ Start with Positives: Acknowledge strengths and achievements. This sets a positive tone and helps the person be more open to feedback. 2️⃣ Be Specific and Objective: Pinpoint the behavior or outcome you're addressing. Specificity provides clarity and objectivity. 3️⃣ Focus on Actions, Not Individuals: Center your feedback on specific actions or behaviors rather than the person's character. This helps to keep the conversation focused on improvement. 4️⃣ Offer Solutions, Not Just Problems: Provide constructive suggestions for improvement. This shows that your intent is to support growth, not merely criticize. 5️⃣ Choose the Right Time and Place: Timing matters. Address criticism in a private and conducive environment to avoid unnecessary discomfort or embarrassment. 6️⃣ Encourage Two-way Communication: Foster an open dialogue by inviting the recipient to share their perspective. This promotes mutual understanding and collaboration. 7️⃣ Be Mindful of Tone and Language: Use a positive and encouraging tone. Avoid accusatory language and focus on collaboration rather than fault-finding. 8️⃣ Follow Up with Support: After the conversation, express your willingness to assist in their improvement journey. Offer resources or guidance to ensure they feel supported. We all would like to embrace a culture of continuous improvement for both personal and professional development. Constructive criticism is a powerful tool that, when delivered thoughtfully, can propel us to new heights. Constructive criticism is about growth, not fault-finding. By approaching it with empathy and a shared commitment to improvement, we create a culture where everyone can thrive. How do you approach giving constructive criticism? I know I have not been perfect over my career and welcome others thoughts and suggestions. #ConstructiveCriticism #ProfessionalDevelopment #ContinuousImprovement

Why Vulnerability Is the Key to Getting Honest Feedback (and How to Actually Get It) I often get asked about how to give feedback or ask for feedback. Leaders or business owners do attempt this but often feel they aren't getting enough or what they need. There is lots of advice out there about how to give it, receive it, how to make it “constructive.” Often the way you ask for feedback can shut down the very honesty you’re looking for. Here’s a little secret: Sometimes, the best way to ask for feedback is not to ask for feedback at all. Try asking for advice instead. When you ask for advice, you invite people into a different type of conversation. You get their bigger-picture perspective. Their thoughts on what could be better not just what’s wrong. For example: Instead of “What feedback do you have on my leadership style?” try “If you were in my shoes, how would you approach leading this team differently?” Instead of “What do you think about this new process?” try “What would you do if you were rolling this out to your own team?” The difference? Advice feels less like an evaluation and more like a collaboration. Now let’s take it a step further: If you’ve tried different approaches and you’re still not getting the insights you need from the group, consider shifting the setting. Although I do encourage asking for feedback in a group setting because of the conversation it can sometimes spark, some people simply feel more comfortable sharing feedback in a 1:1 conversation rather than in a group setting. Also, think about what you’re asking for feedback on. Are you looking for feedback on the organization as a whole? That might be too broad. Are you looking for feedback on you as a leader and facilitator? That’s more focused, but still big. Be clear about your intention. - Do you want feedback on the organization’s culture? - Do you want feedback on your leadership style or decision-making? - Do you want feedback on people’s experience with a specific process or meeting? The more specific and intentional you are, the easier it is for people to process the question and to give you feedback that’s meaningful. If you’re not getting any feedback, I’ll be posting more about this Monday…. If this sparked something for you and you too want to get better at this, practicing this, and becoming a more effective leader as a result, let’s talk. Follow me (Alanna Levenson - Peak Profits Builder) for insights on purpose-driven leadership, building aligned businesses, and making things easier.

🔥 Have you experienced the transformative power of feedback?🔥 Feedback that hits you in the gut? That feels like someone took a 2x4 to your head? That might have been painful to hear but so necessary because now you know what you need to work on! 💪 As a seasoned executive leadership coach, I've had a front-row seat to significant transformations. Each one kick-started by feedback. Sometimes it was a 360, other times it was the clear signal received when a client didn't get the promotion or a raise. Whatever form the feedback took, it became the catalyst for change!! So, if it's the fuel that starts the fire, why do many cringe at the thought of asking for feedback? There's a misconception that feedback aims to blame and highlight flaws. However, a well-delivered, constructive critique can help you to focus on the areas that need work to make you a better leader. But how do you get good feedback especially as a senior leader? You ask for it! Here are some question you can ask to get effective, constructive feedback. 💫"What can I do to support you to do your best work" 💫"What obstacles or challenges are you facing, and how can I help you overcome them?" 💫"Are there any resources or tools you need to succeed?" 💫"What feedback or suggestions do you have for me to be a more effective leader for you and the team?" 💫"What is one thing I can do starting today to support you better?" Each question is designed to inspire open, honest responses. They invite your team to provide feedback while signaling your willingness to grow and improve. Remember, feedback is a gift. It's an opportunity to learn, to grow, and to become a better version of yourself. The key lies in asking the right questions. What other questions can you ask to become a better leader? And don't forget to give feedback generously and often. This is how you will make the people around you better! If you are looking for some frameworks for how to do that, see the illustration below. #LeadershipDevelopment #ExecutiveCoach #LeadershipCoach #AhernLeadershipCoaching #MakeItMatter Image credit Chris Donnelly