{"id":4099,"date":"2022-02-22T13:53:42","date_gmt":"2022-02-22T13:53:42","guid":{"rendered":"https:\/\/www.iese.edu\/standout\/?p=4099"},"modified":"2025-01-13T13:50:11","modified_gmt":"2025-01-13T13:50:11","slug":"feedback-give-receive-keys","status":"publish","type":"post","link":"https:\/\/www.iese.edu\/standout\/feedback-give-receive-keys\/","title":{"rendered":"How to give and receive feedback. Keys for leaders"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column][vc_column_text css=&#8221;&#8221; css_animation=&#8221;bottom-to-top&#8221;]You might think you\u2019re open to constructive criticism of your leadership. But as\u00a0expert <strong>Sheila Heen<\/strong>\u00a0points out: For all that we want to grow and improve, we also want to be accepted, respected and loved just the way we are.<\/p>\n<p>Heen says that it\u2019s this essential contradiction \u2013 the urge to improve versus the need for approbation \u2013 that makes it challenging to receive feedback without getting defensive or losing motivation.<\/p>\n<p>For senior executives, the challenge is even greater. Often as not, more <strong>junior employees will resist criticism of the boss for fear of negative payback<\/strong>.<\/p>\n<p>Giving feedback to employees can also be challenging, with the risk of derailing someone\u2019s progress or denting confidence in the attempt to correct behaviors.<\/p>\n<p><strong>However, failing to give and receive honest feedback could seriously hurt your business<\/strong>. It can lead to unchecked inefficiencies and practices, and hamper growth.<\/p>\n<p>Improving our feedback culture is something that needs to start with senior executives. <strong><a href=\"https:\/\/www.iese.edu\/standout\/types-leaders\/\">Leaders<\/a> must themselves learn to solicit and accept negative feedback, in order to set a tone and example for other employees to do the same.\u00a0<\/strong><\/p>\n<h2><strong>How to give <span class=\"subrat\">feedback<\/span><\/strong><\/h2>\n<p>First of all, the most important thing to keep in mind is to <strong>avoid this question at all costs<\/strong>: \u201cDo you have any feedback for me? \u201d It\u2019s dangerous because it does not specify concrete aspects of the performance to be improved and it\u2019s not effective. Better ask questions that will lead to specific answers like:<\/p>\n<ul>\n<li>How can I <a href=\"https:\/\/www.iese.edu\/standout\/meetingitis-organize-useful-effective-meetings\">make meetings more effective<\/a>?<\/li>\n<li>Which of my tasks should I improve and how?<\/li>\n<li>What has gone wrong in this phase of the project?<\/li>\n<\/ul>\n<p>Always remember that 92% of professionals believe that negative feedback, if delivered appropriately, is effective at improving performance.<\/p>\n<p>With these basic starting points you will be able to give more thoughtful and useful feedback. But what&#8217;s the best way to do that? IESE professor Albert Ribera offers some tips.<\/p>\n<h3><span class=\"subrat\">1.<\/span> Choose an appropriate setting<\/h3>\n<p>Choose a quiet space that facilitates focused and uninterrupted communication.<\/p>\n<h3><span class=\"subrat\">2.<\/span> Be respectful<\/h3>\n<div>Never judge the person you&#8217;re evaluating and keep in mind the sensitivity of each employee.<\/div>\n<h3><span class=\"subrat\">3.<\/span> Be specific<\/h3>\n<div>Avoid vague generalizations and discuss concrete actions that are both clearly communicated and feasible.<\/div>\n<h3><span class=\"subrat\">4.<\/span> Link the impact to the organization<\/h3>\n<p>Keep in mind how the evaluated actions and behavior affects goals or the corporate culture.<\/p>\n<h3><span class=\"subrat\">5.<\/span> Stay relevant<\/h3>\n<p>Prioritize the truly essential aspects of the person&#8217;s performance without falling into vagueness that does not make the person grow.<\/p>\n<h3><span class=\"subrat\">6.<\/span> Avoid surprises<\/h3>\n<p>Perform evaluations with regular consistency.[\/vc_column_text]<div class=\"clearboth\"><\/div><style>#thegem-divider-6a28a19318c86 {margin-top: 35px !important;}<\/style><div id=\"thegem-divider-6a28a19318c86\" class=\"gem-divider  \" style=\"\" ><\/div>[vc_single_image image=&#8221;4096&#8243; img_size=&#8221;large&#8221; alignment=&#8221;center&#8221;]<div class=\"clearboth\"><\/div><style>#thegem-divider-6a28a19318cc6 {margin-top: 35px !important;}<\/style><div id=\"thegem-divider-6a28a19318cc6\" class=\"gem-divider  \" style=\"\" ><\/div>[vc_column_text css=&#8221;&#8221; css_animation=&#8221;bottom-to-top&#8221;]<\/p>\n<h2><strong>How to receive feedback <\/strong><\/h2>\n<p>We know that not everyone takes criticism in a good way, but we should. Of course, as long as critiques are respectful, valuable and constructive. While being evaluated you must listen and digest the comments without reacting abruptly and in a negative way. Here are the keys to being able to receive feedback like a true leader.<\/p>\n<h3><span class=\"subrat\">1.<\/span> Separate yourself from your performance<\/h3>\n<p>Performance is important, but it doesn\u2019t define your value as a person.<\/p>\n<h3><span class=\"subrat\">2.<\/span> Don\u2019t take it personally<\/h3>\n<div>Interpret the evaluator&#8217;s comments as being well-intentioned rather than a personal judgment. They are meant to help you.<\/div>\n<h3><span class=\"subrat\">3.<\/span> Look at it as an opportunity to improve<\/h3>\n<p>Think of ways to put the suggestions into practice.<\/p>\n<h3><span class=\"subrat\">4.<\/span> Recognize your own biases<\/h3>\n<p><a href=\"https:\/\/www.iese.edu\/standout\/successful-leadership-self-awareness\/\">Self-awareness<\/a> means identifying your emotional tendencies and tics, such overdramatizing.<\/p>\n<h3><span class=\"subrat\">5.<\/span> Ask for the basis of the feedback<\/h3>\n<p>Some criticisms may be unfair or out of line. You may ask your supervisor to be specific, to explain what the assessment is based on and to refer to other\u2019s opinions, too.<\/p>\n<h3><span class=\"subrat\">6.<\/span>\u00a0Ask for time to digest the feedback<\/h3>\n<p>If you feel strong emotions brewing, ask for time to reflect on the feedback before responding.<\/p>\n<h2><strong>The feedback culture in your organization<\/strong><\/h2>\n<p>Improving your own ability, as a leader, to solicit and utilize constructive criticism is the first step. But people \u2013 and companies \u2013 need <strong>mechanisms in place in order to give and receive feedback.<\/strong> And a corporate culture that encourages it.<\/p>\n<ol>\n<li>Make it clear that you want to receive feedback.<\/li>\n<li>Thank people who offer it.<\/li>\n<li>Establish regular avenues for feedback.<\/li>\n<li>Seek as much specific information as possible.<\/li>\n<li>Try informal get-togethers to touch base.<\/li>\n<li>Show that you are serious: ask questions, listen, take notes.<\/li>\n<li>Communicate results.<\/li>\n<li>Steer clear of issues unrelated to professional performance.<\/li>\n<\/ol>\n<p><strong>Where there is a general reluctance to criticize, you\u2019ll see <a href=\"https:\/\/www.iese.edu\/standout\/creative-work-tips\/\">creativity<\/a> and <a href=\"https:\/\/www.iese.edu\/standout\/innovation-tips-embrace\/\">innovation<\/a> suffer<\/strong><strong>. <\/strong>Once an appraisal system is formalized within a firm, it helps if there is diversity and approachability among senior managers. And if those responsible for achieving objectives are recognized and rewarded.<\/p>\n<p>Send the message that you, as a leader, are there to <a href=\"https:\/\/www.iese.edu\/standout\/true-leader-real-leadership\/\">help employees and to listen to them<\/a>, even if what they have to say about you is not so easy to hear. Learn more in this article\u00a0about the <a href=\"https:\/\/www.iese.edu\/standout\/face-to-face-conversations-power\/\">The power of face-to-face conversations<\/a>.<\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/www.iese.edu\/programs\/\">IESE&#8217;s executive and master&#8217;s training programs<\/a> can help you harness these leadership skills to manage your teams and create a healthy environment of criticism and constructive growth.[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row][vc_column][vc_column_text css=&#8221;&#8221; css_animation=&#8221;bottom-to-top&#8221;]You might think you\u2019re open to constructive criticism of your leadership. But as\u00a0expert Sheila Heen\u00a0points out: For all&#8230;<\/p>\n","protected":false},"author":4,"featured_media":4095,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[107,114],"tags":[57],"class_list":{"0":"post-4099","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-general","8":"category-general-es-3","9":"tag-skills"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to give and receive feedback. Keys for leaders<\/title>\n<meta name=\"description\" content=\"How effective are you at giving and taking feedback? 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