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How Successful Leaders Give Honest Feedback That Inspires People and Does Not Hurt Their Ego

How Successful Leaders Give Honest Feedback That Inspires People and Does Not Hurt Their Ego

Leader’s are the most scrutinized, misinterpreted and misunderstood people in the world. As a leader, you must be cognizant of your tone, body language and your word choice. You have to be firm but not overbearing, assertive but never aggressive, friendly but never to familiar…and the list goes on. Good leadership is akin to walking a tight-rope while juggling knives and being chased by a lion.

Communicating as a leader is never easy.

Effective communication and good leadership are synonymous. They are espoused. If the two ever divorce, efforts, organizations, and vision become orphans struggling to survive in a dysfunctional home.

One particular aspect of communication trips up more leaders than anything else…and that is providing feedback to those they lead. It’s tricky terrain to navigate. There are so many extremes and variations of feedback, from the angry boss that no one can please, to the leader who provides no feedback whatsoever. Understanding and appreciating the value and importance is one side of this important coin. The other side is truly understanding how to use feedback and criticism as a tool[1] that corrects and empowers those you lead.

Understand that different feedback has different effect on people.

The first step in providing proper feedback is to understand what it is. The best description that aptly frames the concept of feedback is Kevin Eikenberrry’s four types of feedback model.[2] His model breaks feedback into four distinct categories:

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  1. Negative feedback: corrective comments about past behavior (things that didn’t go well).
  2. Positive feedback: affirming comments about past behavior (things that went well and should be repeated).
  3. Negative feedforward: corrective comments about future behavior (things that shouldn’t be repeated in the future).
  4. Positive feedforward: affirming comments about future behavior (things that would improve future performance).

His approach encourages leaders to establish a balance both positive and negative with emphasis on providing advice on how to improve in the future. This is the primary component that is largely missing from the feedback repertoire of most leaders–focusing on the future or feedforward.

Helping those you lead understand what worked and what didn’t and how they can move forward without repeating negative behaviors should be the goal of feedback. Simply providing negative–or even positive feedback isn’t enough. Feedback should be a tool that teaches, enhances and moves people forward. Feedback that isn’t accomplishing this is ineffective.

The key to an effective feedback is not skipping negative feedback, but balancing both positive and negative elements in it.

Now that we have a clear picture of what balanced feedback looks like, let’s turn our attention to the “how” of providing feedback. One of the most ineffective, insincere forms of feedback is the blanket praise that is vague and insincere.

“I’d like to thank the team for the great job and all of their hard work on that project.” It sounds nice and it technically is positive feedback but it doesn’t point out which behaviors were good and should be repeated and what they should do to improve performance on the next project. It also may feel disingenuous to some team members who may feel they carried more of the load than others. Everyone is aware that a leader is supposed to say “great job team!” and be encouraging, however, feedback should never have a “check the box” feel.

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Below are a few things to consider as you are providing balanced, yet feedforward focused feedback:

1. Make sure your feedback is objective and not emotional in nature.

This is especially critical when dealing with massive mistakes that have been made. It’s important to take some time, cool off, evaluate the situation and choose your words carefully. Try to take a step back from the situation and view it from an objective standpoint. You want to provide feedback that is helpful, actionable and that builds the team.

2. Target behaviors, NOT the person or the team.

Personality conflicts are a part of human interaction. As a leader, you are not going to like everyone on your team–but you should respect and value them. Don’t let personal feelings and preferences cloud your judgment and lead you to attack a person’s personality or character. Make sure your feedback is always authentic and that it is designed to bring about positive change and is never used to inflict wounds.

3. Keep the feedback balanced and always affirm positive behaviors you want to be repeated.

Always try to balance the negative with the positive. Giving too much negative feedback or feedforward can leave those you lead feeling disillusioned and that you are never satisfied. When giving positive feedback, make sure that it is about specific and reproducible behaviors.

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For constructive feedback, make use of the 70% rule. Make sure you have 30% positive feedback if you’re having 70% negative feedback which focuses on what needs to be improved.

4. When giving negative feedback, be sure you provide suggestions and guidance on how performance can be improved in the future.

We’ve established that providing negative feedback is essential for growth, however, pointing out the negative without providing suggestions for corrective actions can leave your team feeling hopeless. For example, if an employee is constantly interrupting and cutting people off in meetings, let them know what they are doing and how it affects others. Then, provide suggestions on how they can improve that behavior–such as signaling/gesturing they have something to say and would like to comment once their cohort has finished speaking in lieu of cutting them off mid-sentence.

5. Focus on the strengths of your team and show them how to leverage their strengths to compensate for their weaknesses.

Chase negative feedback with positive feedforward. If an individual is constantly late to meetings and the meetings are unable to begin on time, run over or information has to be repeated, let the person know that being on time is critical to the effectiveness of the team. You could then assign them a task that plays to one of their strengths and requires them to get to the meeting ahead time–such as prepping the meeting space, recording the minutes, moderating the meeting or calling the meeting to order.

6. Engage in dialogue, not a monologue.

The more personal and engaging the conversation is the more effective it will be. Allow your team to know that you care about them and are personally invested in their success. Encourage them to participate in the feedback process and to find ways to shore up weak areas and to improve their performance. Help them to be accountable and responsible for their own progress. Talk to them, not at them. Simply broadcasting your message ad nauseum will not have the same effect as engaging in meaningful conversation–and not a lecture or a monologue.

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7. Timing is everything when it comes to giving feedback too.

The best leaders know when to speak and when to shut-up. Feedback–positive or negative–that is targeted, well framed and delivered at the right moment can make or break your team. You never want to kick a man when he’s down–but you shouldn’t just step over him and keep going either. The ability to discern the proper time and place to deliver feedback is a skill that must be mastered in order to be a great leader.

As a leader, communication is not about you, your opinions, your positions or your circumstances. It is about helping others. Your job is to provide guidance that meets needs, understand concerns, and add value to your team’s world. It’s about pushing them picking them up and pushing them forward.

Featured photo credit: Flaticon via flaticon.com

Reference

[1] Hill Writing & Editing: Handling Criticism and Harnessing the Power of Feedback
[2] Kevin Eikenberry’s Blog: Using the Four Types of Feedback Correctly

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Denise Hill

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Last Updated on February 15, 2019

7 Clever Goal Tracker Apps to Make the Most of Your Business in 2019

7 Clever Goal Tracker Apps to Make the Most of Your Business in 2019

There’s nothing more fulfilling than the sense of accomplishment you get by achieving your business goals.

Gone are the days when you used pen and paper to take notes and manage your work day. As millennials are relying heavily on technology to manage almost everything from finances to their personal fitness, goal tracking apps are also becoming increasingly popular.[1]

In this piece, we will shed some light on 7 such goal tracking apps that you can use to streamline your operations.

I have handpicked these apps from a software rating web services site Best Online Reviews. Industry experts review software on these websites and help businesses to find the right solutions to meet their various, unique business requirements.

1. Aha!

    Aha! is a California-based roadmap software provider and offers excellent goal tracking app that lets you define goals and objectives for projects. The app also lets you list out primary tasks and allows you to focus on them.

    Hosted securely on the cloud, the app offers enhanced communication tools for sharing updates through emails with select colleagues or the entire organization.

    Aha! is available on multiple platforms such as the web, Android, iOS, Windows, etc. and starts from $59 per month per user.

    Available for Web

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    2. Asana

      Asana is one of the more popular project management apps available for businesses. It lets you organize all your team’s work, such as setting up and tracking goals, creating tasks, sharing files and notes, etc.

      Asana also allows your team to organize all their tasks and focus on urgent priorities. Moreover, the app offers a delightful user experience that makes task management simple and easy.

      Asana is available on multiple platforms from PCs and Mac to iOS and Android. Multi-channel adaptability makes Asana the perfect choice to track your goals anytime, from anywhere.

      Available for iOS | Android | Web

      3. Basecamp

        Basecamp is an excellent tool to manage all your team’s projects and keep your activities organized. It opens a new thread for every task and that task is visible by the whole team.

        With Basecamp, you can schedule tasks, add to-dos, discuss tasks by adding comments, add files and attachments, and much more.

        The app is available on both mobile and desktop platforms and costs $99 per month. It is available on the web, Android, and iOS platforms and offers excellent multi-channel access.

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        Available for iOS | Android | Web

        4. Forecast

          An efficient tool for successful task management, Forecast is also a popular goal tracking app. Apart from effective milestone tracking, the app also offers convenient status reporting.

          Forecast uses project history to let you know the status of your current work. Moreover, it uses the power of artificial intelligence (AI) to provide high-quality assistance. It is a robust app for small teams to track goals and time.

          Forecast is available for free and comes with Android and iOS app support. The premium version of the app starts from $19 per month per user.

          Available for Web

          5. Wrike

            Wrike is a cloud-based collaboration and project management app that successfully manages projects from start to finish. It lets you create tasks, track work progress and retrieve reports with ease.

            The app also gives real-time work updates and helps team members to understand their work priorities. A custom report builder helps you to generate in-depth reporting.

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            Wrike’s premium version is available from $9.80 per month per user and is available on multiple platforms.

            Available for iOS | Android | Web

            6. Todo.vu

              Todo.vu is a unique platform that delivers enhanced customer relationship management (CRM), task management, time tracking, and billing functionality in a single app.

              According to Capterra, it’s an ideal app for freelancers and consultants, who are looking for tools to improve efficiency and transparency.

              Although the app is free to use with basic features, the premium plan starts from $5 per month per user. The app also comes with calendar sync and task reminder functionality to keep you on track, always.

              Available for Web

              7. Flock

                Looking for a tool to simplify task management? Try out Flock.

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                Flock comes with enhanced goal tracking and additional features like instant messaging.

                Moreover, Flock offers tons of integrations with tools such as Google, MailChimp, Jira, Dropbox, etc. It is a powerful tool that’s packed with robust features such as reminders, notes, polls and to-dos.

                Even though you can use the tool for free, the paid version of Flock is available from $4.50 per month per user.

                Available for iOS | Android | Web

                Conclusion

                Businesses need high-quality project management tools to streamline collaboration and operations. Enhanced goal tracking apps make it easy for your team to improve productivity by keeping its tasks organized.

                But it’s essential that you choose an app that meets your unique business requirements. You can choose from the above-mentioned apps to streamline operations and improve the productivity of your team.

                Featured photo credit: Alvaro Reyes via unsplash.com

                Reference

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