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“Creating Successful Leaders”

August 23, 2023 The Art of Giving and Receiving Feedback: Tips for Managers and Employees

Effective feedback is a two-way street. If you’re providing critiques, it’s important to do so in a way that doesn’t sound accusatory or ends up being demoralizing, but it’s usually not enough to say, “Good work! Keeping doing what you’re doing.” On the other hand, if you’re receiving feedback, it doesn’t pay to put up walls and be overly defensive. BUT it’s also not a good idea to passively take criticism if you A) disagree with it or B) do not completely understand it.

All this is to say, giving and receiving feedback effectively is a balancing act. And it’s easy to tip into negative territory.

How can you keep things positive and aim for improvement? First, let’s talk about giving effective feedback, and then we’ll discuss a few pointers for effectively receiving feedback.

Giving Effective Feedback

Good feedback is sincere, illustrative, and clear. It also provides a clear path or action plan for the recipient to use after the meeting. To achieve this type of feedback, I often turn to the D4 model, designed by Insights® Discovery, which I’ve discussed in detail in a past blog post.

Essentially, the D4 feedback model is a four-step process that encourages specificity while also maintaining a positive tone. Here are the basics:

Data: Start by presenting the facts of the situation or behavior. Avoid generalizations or assumptions, and keep your tone neutral.

Depth of Feeling: Start to explore why you might be feeling a certain way about the data you’ve presented. This step helps to uncover deeper issues that may be contributing to the situation.

Dramatic Interpretation: How are you interpreting the situation? What meaning have you given it?

Do: End with a clear path forward. What would you like to see happen moving forward, and what steps can be taken to get there?

By following these steps, you’ll be able to give feedback that is clear, actionable, and helps the recipient understand how to improve. It’s also important to remember to give positive feedback as well – acknowledging what the recipient is doing well can motivate them to keep up the good work.

Receiving Feedback Effectively

Receiving feedback can be challenging, especially if it’s critical or unexpected. However, it’s important to approach feedback with an open mind and a willingness to learn. To do this, keep the following tips in mind:

  • Listen actively and ask clarifying questions.
  • Avoid becoming defensive or argumentative.
  • If you do not agree with the feedback, politely ask for clarification/elaboration. You may also want to seek additional feedback from others to corroborate the feedback.
  • Identify specific actions you can take to improve. Make sure to go over these action steps with the person providing feedback.
  • Ask for next steps (a follow-up meeting, sending a progress update, etc.).
  • Acknowledge and thank the person for their feedback.
  • Follow through! After the meeting, begin strategizing how you will stay committed to the action steps discussed during the feedback session. This may involve setting goals, seeking additional support or resources, or simply dedicating time and energy to improving your performance.

Remember, feedback is an opportunity for growth and development. By approaching it with an open mind and a positive attitude, you can turn constructive criticism into a valuable tool for personal and professional improvement.

Whether you’re giving or receiving feedback, it’s important to approach it with care and intention. Giving effective feedback involves being specific, sincere, and clear, while also providing a path forward. The D4 feedback model is a useful tool for achieving this balance. On the receiving end, it’s important to actively listen, avoid defensiveness, and identify specific actions to take. Remember, feedback is an opportunity for growth, so approach it with a willingness to learn and modify how you’re currently doing things. The give and take of feedback doesn’t have to be painful or stressful! With effective communication and positive intentions, both parties can walk away satisfied.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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August 16, 2023 6 Tips for Leading Multi-Generational Workers

Do Boomers and Millennials tend to bicker with each other? Are Gen Zers unmotivated? Did Gen X check out a while ago? These stereotypes about different generations (among many, many others) are harmful and unproductive. Of course Boomers and Millennials can get along. Gen Z and Gen X can be highly motivated and productive. Employees can thrive no matter which generation they belong to, as long as they have the proper guidance, resources, and leadership. 

As a leader, you have the capability to empower your team and set them up for success…or you can favor people from certain generations over others. You can endeavor to build bridges between team members…or you can divide your team into age-defined groups. I challenge you to be a leader that unifies and supports people from all generations.

Why?

For one thing, when people of various ages effectively collaborate, that can be a boon to your company’s bottom line. Research has shown that multi-generational teams have a competitive advantage because they bring a wider array of perspectives and experiences to the table, which can lead to better insights, creativity, and innovations.

Furthermore, if you endeavor to guide, support, and empower all people on your team, that demonstrates you’re a fair-minded and equitable leader. No one wants to work for a leader who picks favorites or only sets up certain people for success!

To improve your cross-generational leadership, try the following tips:

Aim for Understanding

It’s easy to stereotype people due to their age. Not only is this unproductive, it can further harmful biases or place false limitations on a person’s abilities. Instead, get to know your team members on an individual level. Ask meaningful questions, do not focus on their age, and seek to understand their personal goals and motivators. This will help you build stronger connections and foster a more inclusive work environment.

Find Common Ground

It can be easy to notice and focus on the differences that exist between us, but it is essential to find common ground within your team. Seeing the commonalities that exist between you (the leader) and your team is just as important as finding commonalities between team members. This helps to humanize other people and allows for more natural and harmonious collaborations. After all, how effectively can you work with someone who you don’t really know or trust?

Foster Collaboration

Encourage teamwork and collaboration, regardless of age or experience level. Provide opportunities for employees to work together on projects or assignments, and consider creating cross-functional teams that include members from different generations. This can help break down silos and promote a sense of unity within your organization. Not only that, teams with mixed age groups are more apt to come up with innovative and creative solutions due to their diverse viewpoints and experiences.

Offer Flexibility

Different generations may have different preferences when it comes to work hours, work styles, and communication methods. Offer flexibility to accommodate these differing needs, such as flexible work arrangements, remote work options, or alternative communication methods. This can help increase employee satisfaction and productivity, as well as reduce turnover.

Provide Mentoring Opportunities

While all employees can benefit from mentoring, it can be especially valuable for multi-generational teams. Older employees can share their knowledge and experience with younger workers, while younger workers can provide fresh perspectives and new ideas. Encourage mentoring relationships to form organically, but also consider formal mentorship programs to facilitate these connections.

Give Recognition Equally

Recognize and reward all employees for their hard work and achievements, regardless of their age or generation. This shows your team that you value their contributions and efforts, and it can help build morale and motivation. Avoid playing favorites or showing biases towards certain team members, as this can lead to resentment and disengagement.

Remember that effective leadership involves acknowledging and appreciating the strengths and potential of all employees, regardless of their age or generation. It’s easy to stereotype or silo employees, and far more difficult to get to know them on an individual level and encourage cross-generational collaborations. But the effort is worth it. Be a leader that unifies and supports people from all generations, and watch your team thrive as a result!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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August 9, 2023 Navigating Change: Tips for Staying Agile in a Dynamic Environment

Over the years, workplaces have undergone significant changes. As technology, society’s wants/needs, and preferences or styles change, so does the business landscape. And as the workplace changes, so do people’s roles, responsibilities, and expectations. If you’ve had a sixty-year career, it’s possible you began your profession with a typewriter, hand-delivered memos, and in-person meetings and then, in the 1990s and ‘00s, had to shift to typing on a computer and tele-conferencing. After that, you may have had to shift again to working remotely, communicating through email and Slack, and meeting over Zoom. And that’s just one small example of all the changes the workplace has undergone.

With businesses always on the move, the workforce has had to be highly adaptive and agile. Employees have had to modify the way they communicate, problem solve, and process information. In some cases, they have to undergo additional training to prepare for new technology, new roles, or new operations. It can all be overwhelming and exhausting.

How can you stay on top of your game and stay agile in an ever-changing environment? Here are a few tips:

Embrace change.

The first step to staying agile is to accept that change is an inevitable part of any organization. Instead of resisting it, embrace it as an opportunity to learn and grow. Be open to new ideas, new technologies, and new ways of doing things. If change is going to happen anyway, it’s best to roll with the punches and be willing to learn and grow.

Stay informed.

To navigate change successfully, you need to stay informed about what’s happening within your organization and your industry. Attend conferences, read industry publications, and network with your colleagues. If your workplace offers any relevant training, be sure to sign up if you can (or request additional training if it isn’t offered). This will help you stay up-to-date on the latest trends and best practices.

Be proactive.

Don’t wait until change happens to start adapting. Anticipate change and take preemptive steps to prepare for it. Identify potential challenges, develop contingency plans, and seek out additional classes or resources to help you stay ahead of the curve.

Collaborate.

Change affects everyone in an organization, so it’s important to collaborate with your colleagues to ensure a smooth transition. Work together to identify potential solutions, share information and best practices, and provide support to one another. Having a support system can be incredibly valuable during times of transition, and if everyone is experiencing the same struggles, that might mean the new system/technology/operation is flawed and can, potentially, be changed.

Take care of yourself.

Change can be stressful, so it’s important to take care of yourself both physically and mentally. Take all the normal steps to look out for your wellbeing—get enough sleep, eat a healthy diet, and exercise regularly. You may also want to pause throughout the day to recharge and process what you’re going through. Journaling can also be a useful tool for processing new information.

As you navigate the ever-changing landscape of the modern workplace, remember that you are not alone. Change can be daunting, but staying agile is all about embracing the new, collaborating, and taking care of yourself. With the right mindset and tools, you can thrive and grow, no matter what changes come your way. So, keep an open mind, stay connected, and remember to take care of yourself. Here’s to a successful journey navigating change!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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