Feedback and Coaching for Leaders

Your response to feedback reveals more about your leadership potential than your actual performance. After coaching hundreds of executives through difficult feedback conversations, I've learned that how you receive feedback determines how much you'll receive in the future. The feedback death spiral looks like this: 1) Someone gives you honest input 2) You get defensive or make excuses 3) They decide you're not coachable 4) They stop investing in your development 5) You stop growing What high-potential leaders do differently when receiving feedback: ✅ Stay Curious, Not Defensive Replace: "That's not what I meant" With: "Help me understand what you observed" ✅ Ask Clarifying Questions "Can you give me a specific example?" "What would you recommend I do differently?" "How did that impact you/the team?" ✅ Summarize and Confirm "What I'm hearing is..." "Let me make sure I understand..." "The key takeaway for me is..." ✅ Express Genuine Gratitude • Thank them for their courage to speak up • Even if the delivery wasn't perfect • Even if you disagree with the content Treat feedback like market research about your leadership brand. The person giving it is your customer, telling you about their experience with your "product." You don't have to agree with all feedback, but you should always understand it. The best leaders I coach actively seek feedback because they know their careers depend on what they can't see about themselves. Coaching can help; let's chat. | Follow Joshua Miller #executivecoaching #feedback #leadership #careeradvice #business

I still remember the times when every feedback used to be followed by a defensive battle plan in my head, feedback felt like a personal attack, and now I realize that it was my ego, a fragile balloon on the brink of popping. But here's the thing: growth thrives on feedback. That's why I went from feedback phobic to feedback fanatic. It's like having a team of expert coaches cheering you on from the sidelines, pointing out blind spots and suggesting new paths. Now, I chase down feedback, Clients, colleagues, everyone becomes a potential mentor. Not because I have nothing better to do 😊, but because I've realized those tiny tweaks, those "aha!" moments born from feedback, are the ones that propel you to the next level. Here's my secret sauce: ❄️ Open mind, open heart: Ditch the defensiveness. Embrace feedback as a gift, a chance to evolve. ❄️ Structure is your friend: Focus on specific actions, not personal attacks. ❄️ Mindful implementation: Don't just listen, internalize. Analyze, prioritize, and choose the gems that fit your journey. It's not about perfection, it's about progress. #Leadership #Mindset #GrowthMindset #FeedbackCulture #ContinuousLearning #ProfessionalDevelopment P.S. Coffee is my preferred feedback delivery method. Just sayin'. ------------------- I write regularly on People | Leadership | Financial services | Sustainability. Follow Surya Sharma

You’ve Got Feedback—Now What? Feedback can be challenging, especially in a season where performance reviews can feel like a weapon. However, it doesn’t have to be this way. With the right approach, you can harness feedback as a powerful tool to elevate your leadership skills. Here’s a framework I recommend: 1. Pause and Reflect: Resist the urge to react immediately. Feedback often triggers emotional responses—good or bad. Taking a moment to step back ensures your reaction is measured and thoughtful. 2. Dissect the Message: What is the core of the feedback? Does it highlight a skill gap, a misstep, or a blind spot? Sometimes, it’s more about perception than performance— although both matter. 3. Seek Clarification: Not all feedback is crystal clear. Ask questions to understand the perspective behind it. This shows you value the input and are committed to improvement. 4. Strategize for Growth: Once you’ve digested the feedback, the question becomes, "What’s next?" Create an actionable plan. Whether it’s adjusting your approach, or doubling down on your strengths, the goal is progress. 5. Close the Loop: Circle back to the person who provided the feedback. Share what you’ve taken away and how you plan to act on it. This fosters trust and encourages open communication. Great leaders aren’t just great at giving feedback— they excel at receiving it well and transforming it into fuel for personal and professional growth. ******* Hi, I'm Love! I help leaders and organisations create impactful, resilient teams through: ➡️ Leadership training tailored for onsite, hybrid and remote teams ➡️ Strategic consultancy to bridge gaps in management and staff relations ➡️ Courses that empower leaders to adapt, engage, and thrive To explore how to take your leadership and team to the next level, use the link in my featured section to schedule a call. #LeadWithLOVE #Unsiloed #Leadership #Feedback #GrowthMindset #Unsiloed

£11k to £25k. That’s how much it costs to replace an employee in the UK. Still relying on exit interviews? You’re already paying the price. By the time someone hands in their notice, the damage is done. And it’s costing you more than you think. High turnover is a talent problem, and a financial one. The best way to retain your people? Act before the resignation letter lands on your desk. At Plumm, I’ve seen firsthand how a proactive feedback culture transforms teams. It’s about listening before it’s too late, fostering trust, and showing employees they matter. Why proactive feedback matters? - Catch problems early Regular check-ins help spot issues before they escalate into costly resignations. - Foster growth People stay where they feel valued. Feedback should drive development, not just reviews. - Build trust Open conversations strengthen relationships, increasing retention. How to get it right? ↳ Make one-on-ones count Go beyond projects. Talk about goals, challenges, and aspirations. ↳ Open up feedback channels Surveys, digital tools, or just creating space to speak up. ↳ Celebrate wins Consistent recognition boosts morale and retention. ↳ Encourage two-way conversations Ask for feedback on leadership. It builds mutual respect. ↳ Act on feedback Nothing kills trust faster than ignored input. Show employees their voice matters. Exit interviews explain why someone left. Proactive feedback helps you keep them. High turnover is expensive. A feedback culture protects your bottom line and keeps your best people. PS: How are you making sure your employees feel heard?

Imagine you're walking into a meeting room, knowing you're about to discuss the annual performance feedback with one of your team members. Your palms are sweaty, and your heart is racing—not because you're unprepared, but because you're unsure of how the person would take the feedback. Feedback sessions can be nerve-wracking for both the giver and the receiver. But what if someone told you that feedback, when done correctly, could actually be a powerful tool to foster personal growth and team success? People at large often view feedback as a daunting task. The Biggest Myth is the common misconception that feedback is about the individual rather than their behaviours. Many leaders also hesitate to give feedback, fearing that it might hurt feelings or demotivate team members. However, the real issue is typically a lack of preparation. Effective feedback requires observation—increasingly difficult in today's hybrid work environments—data to back up claims and a clear understanding of expectations. Without these elements, feedback sessions can seem unfounded and personal rather than objective and developmental. When I took over team management for the first time in 2008, I was trained to use various methods of giving feedback, including the well-known Sandwich or Hamburger Technique. However, one model that has stayed with me is the Situation-Behaviour-Impact (SBI) model. It helped me focus on specific situations, the behaviours I observe, and the impacts these behaviours have on the team or project. Focusing on instances and outcomes allows feedback to be less about the person and more about their actions within a context, making it easier to digest and act upon. Instead of "You're not collaborating effectively," which is vague and can feel like a personal attack, one can say, "During yesterday's meeting, when you interrupted your colleague, it created tension and disrupted the workflow. Let's explore ways to express your ideas while also encouraging others to share theirs." This not only clarifies the issue but also provides a constructive pathway for improvement. Fostering an environment where feedback is regularly shared is an integral part of the leader's role. Top leaders ensure that feedback is a regular weekly process, not just a quarterly event. This shift in perspective can significantly change how team members perceive and react to feedback. The art of giving feedback is crucial for leadership and team development. Have you or someone in your team struggled to give or receive feedback? How do you incorporate feedback into your daily routine to create a positive impact on your team? If you like this, follow Gopal A Iyer for more. In Pic: A Veg Burger at Cafe Trofima in Mumbai - Inspiration for today's post! :) #Feedback #Annualperformancereviews #LIPostingChallengeIndia

"You completely missed the mark." Getting constructive feedback can feel like a career crisis. Often followed by the knee-jerk reaction to defend yourself. So, as I prepared to deliver feedback to a great staff member, I was bracing myself. Instead, I got a master class in how to receive constructive criticism. As I shared my thoughts with her, she was nodding, and taking notes. And then she said, "Thank you." Compared to the normal defensive body language and "yes, buts" I was used to, she was a model of grace under pressure. Here are 7 strategies that set her apart: 1️⃣ The Shhh... Rule ❌ Immediate emotional reactions ✅ Say "thank you," and sit on it for now 💡Why? ↳ It gives your emotions time to cool down ↳ Once calm, you can objectively process the info 2️⃣ Take Careful Notes ❌ Relying on memory ✅ Write down what you heard word for word 💡Why? ↳ Shows you're taking it seriously ↳ Helps you spot patterns over time 3️⃣ Ask the Right Question ❌ "Why are you criticizing me?" ✅ "What would you like to see instead?" 💡Why? ↳ Clarifies feedback and creates action items ↳ Shows you're solution-focused 4️⃣The Mirror Technique ❌ Guessing their meaning ✅ Reflect back: "What I'm hearing is..." 💡Why? ↳ Catches misunderstandings early ↳ Shows you're actively listening 5️⃣ The Thoughtful Follow-Up ❌ Avoidance ✅ Schedule a check-in 2-3 weeks later 💡Why? ↳ Demonstrates accountability ↳ Builds trust and strengthens the relationship 6️⃣ The Documentation Log ❌ Treat each feedback session as isolated ✅ Keep a feedback journal 💡Why? ↳ Spot recurring themes ↳ Some bosses say they gave feedback and didn't 7️⃣ The Reframe ❌ Taking feedback as personal attacks ✅ Ask yourself: "If my best friend got this feedback..." 💡Why? ↳ Creates emotional distance ↳ Leads to better solutions Most managers want to give feedback because they want you to do better. They're investing their time in your growth. Do you have a tip for handling tough feedback? Share it in the comments👇 🎉You've got this and I've got you!🎉 ♻️ Share to help people with their professional growth 🔔 Follow Sarah Baker Andrus for more career strategies 📌Want job search support? DM me to chat!

We tell leaders to “be open to feedback”… then never show them how. No wonder most fake it, freeze or flinch. Here’s what I’ve learned after decades of leading teams: The most respected leaders don’t dodge feedback. They hold it. With steady hands. With curiosity. With the self-trust to know that feedback isn’t exposure. In fact, it’s a sign of your emotional intelligence. But this doesn’t happen by accident. It requires rewiring how your nervous system responds to criticism. Here are the three practices that helped a client rebuild her relationships with feedback: 𝐓𝐡𝐞 24-𝐡𝐨𝐮𝐫 𝐫𝐮𝐥𝐞 When feedback hits hard, she doesn’t respond immediately. She sits with the discomfort. She lets her initial defensiveness surface, and then pass. By day two, she can hear what was 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 said, not what her fear distorted. 𝐓𝐡𝐞 𝐦𝐢𝐫𝐫𝐨𝐫 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 Before every feedback conversation, she asks: “What am I already worried they might say?” More often than not, it’s something she’s already sensed. This softens the shock and reframes the conversation as confirmation, not condemnation. 𝐓𝐡𝐞 𝐠𝐫𝐚𝐭𝐢𝐭𝐮𝐝𝐞 𝐩𝐢𝐯𝐨𝐭 When someone brings hard feedback, she leads with: “Thank you for trusting me with this.” It reminds both parties that courage was required. And shifts the tone from defensive to collaborative. My client says her team now brings her problems earlier. They feel safer. And she does too. Because she doesn’t collapse when things get hard; she 'expands'. The strongest leaders aren’t the ones who never get it wrong. They’re the ones who can hear about their mistakes… without losing themselves in the process. What’s one piece of feedback you’ve been avoiding? Maybe it’s time to lean in. ______________ High-functioning doesn't mean high capacity. I help leaders close the gap. DM me to explore more.

One of the hardest lessons for new managers to learn is that you don’t see yourself the way others see you. I remember one manager telling me how, in her first month, she assumed her team saw her as approachable. But when she asked for feedback, she learned her direct reports felt intimidated by her. It was a shock; but it was also a turning point. Feedback is one of the fastest ways to build self-awareness and grow as a leader. Here’s how to start: - Regularly ask for feedback—don’t wait for formal reviews. - Use specific questions like: “What’s one thing I could do differently to better support you?” - Act on the feedback you receive. Showing you’re willing to change builds trust. Here are 5 great questions to ask that will help you get feedback from your team members: 1. What’s one thing I can do to better support you in your role? - This shows a focus on enabling the team’s success and encourages open communication about support needs. 2. Are there any barriers you’re facing that I can help remove? - This question demonstrates a commitment to problem-solving and empowering the team to perform at their best. 3. What’s one thing you think we should stop, start, or continue as a team? - Encourages reflection on team processes and invites collaboration on improving ways of working. 4. How do you prefer to receive feedback and recognition? - Shows sensitivity to individual preferences, helping to build better relationships and provide meaningful feedback. 5. What’s a skill or goal you’d like to develop, and how can I support you in achieving it? - Positions you as a mentor and creates opportunities for career growth and personal development. Let me know how you get on or areas that you need support on. #leadership #leading #newleader

I have an army of 150+ professionals, and some of the greatest lessons have come from them. Over the years, as I scaled TMG, we hired and collaborated with numerous people. Each of the people brought unique skills, perspectives, and ideas to the table. The biggest mistake I see leaders make? Failing to create an environment where their teams feel empowered to share. Here's how I fostered a culture of open learning at TMG, and the incredible results it brought: 📍 Fresh perspectives drive breakthroughs: A complex multinational tax case stumped our seasoned team. The solution? A junior analyst from Singapore who spotted a recent legal precedent. Combining her fresh insight with our senior partner’s expertise, we saved our client millions. Never underestimate the power of new eyes on old problems. 📍 Empower your team to thrive: When a top legal professional faced burnout, we dug deeper. We found their desk drowning in papers and their to-do list in chaos. It was clear: burnout wasn't the problem, it was a symptom. Our solution? A custom program leveraging dashboards and delegation tools. Result: A transformed work experience and renewed productivity. 📍 Passion Fuels Performance: During a creative block, we invited our IT specialist to a marketing brainstorm. His tech-savvy idea not only won the client but sparked a new cross-department collaboration model. Are you tapping into your team's diverse passions? Here's our challenge to you: 📍 Think about your last team meeting. Was it a monologue or a dialogue? Did you leave with new insights from your team? 📍 Share a time when a team member surprised you with their insight. What did you learn? How did it change your approach to leadership? 📍 By learning from their teams, founders can nurture their organisations into hubs of innovation and growth. What is the biggest learning you got from your team?

🧠 You can’t always control the questions, but you can control yourself Over the years in CEO roles, I’ve been asked some tough questions. Not the kind you prepare for—the kind that show up unannounced in boardrooms, team meetings, or interviews & hit harder than expected. “Are you even qualified for this role?” “Why did your team miss last quarter’s targets?” “What makes you think this strategy will work when the last three didn’t?” Here’s what I’ve learned: 👉 You can’t always control the questions. But you can control your response. 🧯 Reacting is human. Responding is leadership. You can’t predict every curveball. But you can train for composure. You can’t stop the tough questions, but you can stop yourself from getting defensive. 📊 According to a 2024 CCL study, 72% of senior leaders said the most difficult part of their role was “handling high-pressure questioning from stakeholders.” But among those rated as the highest-performing leaders, nearly all (94%) practiced one key habit: emotional regulation under stress. In practice, that means pausing before replying, listening all the way through, & making sure your ego doesn’t answer first. A few examples I’ve seen—sometimes on the receiving end, sometimes watching others navigate them: 🙃 Question: “What happened to last quarter’s performance?” Default reaction: “External headwinds.” Better response: “Let’s walk through the data together & discuss what we’ve learned.” 🎯 Question: “You’re new—how can you lead a transformation?” Default reaction: “That’s not fair.” Better response: “True—I’m new here. But transformation isn’t new to me. Let’s focus on the outcomes we all care about.” 💸 Question: “Why are we spending this much without guaranteed ROI?” Default reaction: “Because we need to be bold.” Better response: “We’re not spending recklessly—we’re investing intentionally. Let me walk you through the return horizons & risk mitigation plan.” 🧭 Question: “What’s your plan if this strategy doesn’t work?” Default reaction: “It has to work.” Better response: “We’re committed to this direction, but we’ve built contingencies into the plan. Let’s talk through the ‘what ifs’—that’s part of responsible leadership.” 📚 The Journal of Applied Psychology published research showing that leaders who stay composed under questioning boost team confidence by 38%. Those who visibly react? Confidence drops by 23%. So, what does experience really teach? • You don’t need to have all the answers. You need to have the discipline to hold space while finding them. • You can’t fake calm—but you can practice it. • & you don’t earn trust by being perfect—you earn it by staying grounded when things aren’t. Leadership isn’t about controlling the conversation. 👉 It’s about staying centered when the conversation gets hard. Because at the end of the day, you won’t always control the questions. But you can always control yourself. & that’s what people remember most. #Leadership #Management #CEOinsights