Leadership can often feel like walking on thin ice. Every move you make should be done with extreme caution or you risk losing everything you worked hard for in a flash. Thus, the ability to keep everything in proper balance is one of the most valuable skills that a great leader should have. For this reason, the head of an organization is expected to be authoritative without igniting feelings of contempt from its members. Likewise, leaders should be able to lay out ambitious projects without overwhelming or exhausting the team.
Another important area where a leader should keep balance in mind is when giving feedback. To make sure that everyone is making significant contributions to a team, a leader should provide insights about the performance of each member. The feedback session may be easier if the leader has nothing but praise for someone’s excellent work. But what happens when it is necessary to criticize or reprimand an individual? How can a leader communicate one’s shortcomings without hurting one’s morale? It may sound difficult but skilled leaders can give negative feedback yet still inspire someone in the process. The tips below can help make it possible:
Practice empathy.
Empathetic leaders can honestly tell people their flaws and weaknesses without sounding offensive or hurtful. This is because they know how to put themselves in the situation of their followers and thus get an inkling of how their words and actions can impact an individual. Being sensitive to what others may feel or think give the leader clues as to how to approach the situation properly; the right tone, proper words, and appropriate gestures to use. It is important to remember to show genuine empathy because people can tell if someone is just faking it.
Be specific.
You want to make the concerned person understand the reason for the feedback so giving cryptic messages will not help at all. It is important to directly address the issue by being as specific as possible, such as citing actual instances or presenting facts. By supplementing your feedback with details, it becomes easier for the leader and the person involved to see eye to eye. It will also rule out doubts that you are giving an unfair feedback with no basis at all.
Be ready to listen.
Conversations regarding feedback should be a two-way action. Thus, once you are done relaying the feedback, give the other person a fair chance to air his or her side. This will also give you an opportunity to understand the person involved and see things in a different perspective. By being a good listener, leaders also encourage their team members to be comfortable in sharing their opinions and ideas. Sometimes, leaders may discover that their assumptions are wrong so they should likewise be ready to admit mistakes.
Focus on improvements.
The goal of giving feedback is not to merely point out the mistakes that the person has done, Its main purpose is to discuss ways on how to ensure that it will not happen again. Thus, instead of resorting to shaming and blaming the person, direct the conversation to solutions and improvements that can be done. A good leader makes people realize that past mistakes can’t be undone but they can rise above it by keeping the lessons that come with it in mind.
Do it in private,
As a Bible verse says, “There is a time and a place for everything,” This verse is applicable in giving negative feedback as well. It is something you cannot do anywhere you please. Thus, unless the negative feedback involves the whole team, it is best to discuss it only with the concerned person in private. Be sensitive enough to not put anyone in a hot seat for everyone to see. The person receiving negative feedback will likely appreciate the gesture and thus accept the criticism in a positive way.
Leaders need to give feedback, which can sometimes be positive or negative. However, the best leaders know how to turn every feedback into something that will help the receiver grow and better themselves.
