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Make the People Around You Better: How to Give Feedback Like a Boss

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Make the People Around You Better: How to Give Feedback Like a Boss

Learning how to give feedback is one of the hardest parts of being a leader—after all, you want a team that is producing the best work possible, and the only way to do that is to coach people on how to improve (since no one walks in the door already perfect).

Lots of leaders struggle for years before they figure our how to give feedback effectively.

So where do you start? Well, you could try the hint approach, where you give your feedback in the form of a question, like “have you thought about rearranging the format of your presentation?” This approach is non-confrontational, but you may not see the results you want since it depends on the other person being able to read your mind to figure out what needs to be improved—which few people can do.

Alternatively, if you use the blunt approach, where you make your disapproval clear and tell people exactly what’s wrong, you may get results at the cost of personal relationships and trust.

Both of these approaches have their problems. So, the question is: how can you give feedback and get results without just bossing people around?

We’ve come up with a list of tips to help you find a happy medium.

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1. Ask the recipient what they thought.

A great way to start the conversation and reflection process is to ask your employee a question that opens them up for introspection on their performance. Ask what they thought of the project, what they think they could improve on, and what they think went well. Do they feel the project was a success? What what their favorite part? Where did they struggle during preparation?

No matter what they say, this is a great way to open the discussion since it allows you to see things from their perspective.

Even if what they thought is completely different from your own opinion, this tells you exactly where to start from and what is most important to address. For example, “I think you did an awesome job answering the audience’s questions, but I agree, you could have addressed some of those points in the presentation itself.”

Continue using questions throughout the discussion, both to empower the employee (to coach them to come up with their own solutions to the problems and show them you trust them to do so) and to make sure you’re not using a heavy hand in the feedback. The best growth comes when the person feels they aren’t just being ordered to change, but they can see how and why they should make improvements.

2. Sandwich the feedback between two compliments.

With this approach, start by praising something that the person has been doing well, give your honest and direct feedback, and then close with another compliment.

For example, “Your recent work on the project is commendable—you’re putting in a lot of time and I appreciate that [compliment]. However, I think you need to spend more time addressing the complaints about the recent launch [criticism], though the complaints that you have already addressed have been handled professionally [compliment].”

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This way, the listener is more receptive to what you have to say and knows that you aren’t just seeing the negative aspects of their work. Note that this isn’t sugarcoating the feedback—you should still call it like you see it. However, this puts you and the feedback recipient on the same side. You’re both just trying to produce the best work possible.

3. Be timely.

The longer you wait to deliver feedback, the less helpful the feedback will be. If you see something that you want changed, let the person know immediately, so that they can make those changes. No one wants to find out what they could have done better when the only option left is their firing.

Plus, it is embarrassing to learn that something you’re doing has been a problem for a while, but you’re the last person to find out. Even though giving feedback can feel scary or uncomfortable to do as a manager, it is your job to step up and help people be better sooner rather than later. Show people that they can trust you by being transparent and open to helping them on their schedule.

4. Make the feedback about the project, not the person.

No one wants to be personally attacked, so make the feedback about the task, not the person. For example, say, “adding more detail to this slide will emphasize your point,” rather than, “the way you worded this slide is too confusing.”

We can’t travel back in time and prevent the mistakes we’ve made, so making people feel bad about their errors isn’t productive. However, looking back and troubleshooting problems is helpful—which is why focusing on actions and how they can be improved in the future is much more useful.

Of course, make sure you are still direct when delivering the message; beating around the bush doesn’t help you get what you want, and your employee is more likely to misunderstand the feedback. The point here is simply to not make it personal and instead focus on actions the person can take in the future.

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5. Suggest actionable steps.

Part of giving feedback is giving the person methods of improvement (since nobody comes to work to do a bad job on purpose).

Rather than just saying “do this better,” show the person how they can do something better. Not only does this make you a problem-solving boss, rather than a complaining boss, but the person will be much more likely to make the changes if they have ideas of *how* to change and what success looks like to you.

When people see you as someone who helps them get better, they’re less likely to make mistakes in the future too because they will be more willing to come to you for more constructive feedback along the way.

6. Focus on future, not the past.

Don’t focus too heavily on the negative—feedback is about helping the other person improve, not making them wallow in their mistakes.

7. Avoid “need to” phrases.

Telling an employee that they “need to” get reports in on time or “need to” change the presentation format will put them on the defensive and possibly make them resentful.

Instead, provide context. When a person understands why something needs to be a certain way, they’re a lot more likely to do it successfully than if they’re just given a straight directive with no reasoning. If someone always turns in their reports late, try explaining what that delay means for the rest of the team or why the report needs to be done at all. People are more likely to help you when they know why it matters.

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8. Give a personal example.

When appropriate, this is a great way to put the feedback recipient at ease. Providing a personal example of when you’ve encountered a similar issue will show that they aren’t the only person to make this mistake. It puts you back on a more even playing field. Something as simple as “I learned this the hard way” will often do the trick.

9. Provide the reasoning.

People like to understand the rationale behind suggestions, since if it makes sense to them, they are much more likely to make the change. Providing your analysis, rather than just your opinion, dramatically increases the likelihood that you will see a change.

10. A great way to condition your team to be receptive of feedback is to make regular, low-key feedback common.

The more consistent the feedback and open the communication, the more open your team will be to the feedback once they see how the changes help. If individuals aren’t used to hearing feedback, it can be difficult to process the suggestions beyond the initial belief that they’ve done something terribly wrong. Encourage honesty and constant communication in the workplace.

11. One more thing—follow up with your employee about the feedback.

Doing this shows that you were serious about making changes. If the employee has already implemented the changes, let them know that you recognize and value their receptiveness. Everyone wants bonus points with the boss, and positive reinforcement will encourage receptiveness in the future.

 

Next time you spot a problem and want to provide feedback, try out a few of these tips. If you have other ideas, leave them in the comments!

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Featured photo credit: Danbo conoce a Domo – Danbo meets Domo / Guillermo Viciano via flickr.com

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Last Updated on August 25, 2021

Why Personal Branding Is Important to Your Career

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Why Personal Branding Is Important to Your Career

As a recruiter, I have met and interviewed hundreds of candidates who have no idea who they are.

Without a personal brand, candidates struggle to answer the question: “tell me about yourself—who are you?” They have no idea about who they are, what their strengths are, and how they can add value to the company. They present their CV’s believing that their CV is the key to their career success. In some ways, your CV still has its use. However, in today’s job market, you need more than a CV to stand out in a crowd.

According to Celinne Da Costa:[1]

“Personal brand is essentially your golden ticket to networking with the right people, getting hired for a dream job, or building an influential business.” She believes that “a strong personal brand allows you to stand out in an oversaturated marketplace by exposing desired audiences to your vision, skillset, and personality in a way that is strategically aligned with your career goals.”

A personal brand opens up your world to so many more career opportunities that you would never have been exposed to with just your CV.

What Is Your Personal Brand?

“Personal branding is how you distinctively market your uniqueness.” —Bernard Kelvin Clive

Today, the job market is very competitive and tough. Having a great CV will only let you go so far because everyone has a CV, but no one else has your distinct personal brand! It is your personal brand that differentiates you from everyone else and that is what people buy—you.

Your personal brand is your mark on the world. It is how people you interact with and the world see you. It is your legacy—it is more important than a business brand because your personal brand lasts forever.

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I have coached people who have very successful careers, and they come to me because they have suddenly found that they are not getting the opportunities or having the conversations that would them to their next role. They are having what I call a “career meltdown,” all because they have no personal brand.

A personal brand helps you become conscious of your differences and your uniqueness. It allows you to position yourself in a way that makes you stand out from the pack, especially among other potential job applicants.

Don’t get me wrong, having a great CV and a great LinkedIn profile is important. However, there are a few steps that you have to take to have a CV and LinkedIn profile that is aligned to who you are, the value you offer to the market, and the personal guarantee that you deliver results.

Building your personal brand is about strategically, creatively, and professionally presenting what makes you, you. Knowing who you are and the value you bring to the table enables you to be more informed, agile, and adaptable to the changing dynamic world of work. This is how you can avoid having a series of career meltdowns.

Your Personal Brand Is Essential for Your Career Success

In her article, Why Personal Branding Is More Important Than Ever, Caroline Castrillon outlines key reasons why a personal brand is essential for career success.

According to Castrillon,[2]

“One reason is that it is more popular for recruiters to use social media during the interview process. According to a 2018 CareerBuilder survey, 70% of employers use social media to screen candidates during the hiring process, and 43% of employers use social media to check on current employees.”

The first thing I do as a recruiter when I want to check out a candidate or coaching client is to look them up on LinkedIn or other social media platforms, such as Facebook, Instagram, and Twitter. Your digital footprint is the window that highlights to the world who you are. When you have no control over how you want to be seen, you are making a big mistake because you are leaving it up to someone else to make a judgment for you as to who you are.

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As Jeff Bezos, the founder of Amazon, once said, “Your brand is what people say about you when you are not in the room.”

In her book, Becoming, Michelle Obama writes about the importance of having a personal brand and her journey to defining her personal brand. She wrote that:

“if you don’t get out there and define yourself, you’ll be quickly and inaccurately defined by others.”

When you have a personal brand, you are in control. You know exactly what people will say about you when you leave the room.

The magic of a personal brand is that gives you control over how you want to be seen in the world. Your confidence and self-belief enable you to leverage opportunities and make informed decisions about your career and your future. You no longer experience the frustrations of a career meltdown or being at a crossroads not knowing what to do next with your career or your life. With a personal brand, you have focus, clarity, and a strategy to move forward toward future success.

Creating your personal brand does not happen overnight. It takes a lot of work and self-reflection. You will be expected to step outside of your comfort zone not once, but many times.

The good news is that the more time you spend outside of your comfort zone, the more you will like being there. Being outside of your comfort zone is where you can test the viability of and fine-tune your personal brand.

5 Key Steps to Creating Your Personal Brand

These five steps will help you create a personal brand that will deliver you the results you desire with your career and in life.

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1. Set Your Personal Goals

What is it that you want to do in the next five years? What will your future self be doing in the next five to ten years? What is important to you? If you can answer these questions, then you are on the right path. If not, then you have to start thinking about them.

2. Create Your Unique Value Proposition

Create your unique value proposition by asking yourself these four questions:

  1. What are your personality features? What benefit do you offer people?
  2. Who are you and why do people enjoy working with you?
  3. What do you do and what do people want you to do for them? How do you solve their problems?
  4. What makes you different from others like you?

The answers to these questions will give you the information you need to create your professional story, which is the key step to creating your personal brand.

3. Write Your Professional Story

Knowing who you are, what you want, and the unique value you offer is essential to you creating your professional story. People remember stories. Your personal story incorporates your value proposition and tells people who you are and what makes you unique. This is what people will remember about you.

4. Determine Which Platforms Will Support Your Personal Brand

Decide which social media accounts and online platforms will best represent your brand and allow you to share your voice. In a professional capacity, having a LinkedIn profile and a CV that reflects your brand is key to your positioning in relation to role opportunities. People will be connecting with you because they will like the story you are telling.

5. Become Recognized for Sharing Your Knowledge and Expertise

A great way for you to promote yourself is by sharing knowledge and helping others. This is where you prove you know your stuff and you gain exposure for doing so. You can do this through social media, writing, commenting, video, joining professional groups, networking, etc. Find your own style and uniqueness and use it to attract clients, the opportunities, or the jobs you desire.

The importance of having a personal brand is not going to go away. In fact, it is the only way where you can stand out and be unique in a complex changing world of work. If you don’t have a personal brand, someone will do it for you. If you let this happen, you have no control and you may not like the story they create.

Standing out from others takes time and investment. Most people cannot make the change by themselves, and this is where engaging a personal brand coach is a viable option to consider.

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As a personal brand coach, working with my clients to create their personal brand is my passion. I love the fact that we can work together to create a personal story that defines exactly what people will say when you leave the room.

Other People’s Stories

Listening to other people’s stories is a great way to learn. In his article, 7 TED Talks About Personal Branding, Rafael Dos Santos presents the best Ted Talks where speakers share their stories about the “why,” “what,” and “how” of personal branding.((GuidedPR: 7 TED Talks About Personal Branding))

Take some time out to listen to these speakers sharing their stories and thoughts about personal branding. You will definitely learn so much about how you can start your journey of defining yourself and taking control of your professional and personal life.

Your personal brand, without a doubt, is your secret weapon to your career success. As Michelle Obama said,

“your story is what you have, what you will always have. It is something to own.”

So, go own your story. Go on the journey to create your personal brand that defines who you are, highlights your uniqueness, and the value you offer to the world.

Featured photo credit: Austin Distel via unsplash.com

Reference

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