Skip to content

UXL Blog

“Creating Successful Leaders”

Tag Archives: Margaret Smith licensed Insights practitioner

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. 

Tags: , , , , , ,

April 26, 2023 Feeling Stuck? Here’s how to make that big decision

Photo by Alexander Schimmeck on Unsplash

Have you ever found yourself at a turning point when you’ve had to make a decision? Maybe that decision was major (switching career paths, moving to a new city) or maybe it was less major but still important (deciding who to invite to a gathering, considering whether to take on a project). Whatever the case, making decisions can be difficult.

When it comes time to choose, we might freeze up and not know which way to turn. Sometimes we end up sticking firmly within our comfort zone, because we’re too nervous to take the plunge and commit to a new course of action.

To get out of a decision-making rut, try tapping into one or more different proven methods to make the best choice possible. Here are five techniques to try:

Map Out Possibilities

When you feel overwhelmed by choice, it can be helpful to create a visual representation of all your options. Mind maps are a great tool for this, as they allow you to see the paths before you in an organized and comprehensive manner. A pros and cons list is another useful tool for sorting out your thoughts and getting an organized view of your options.

Learn how to create an effective mind map by taking look at my past blog post on the topic.

Ask “What’s the Worst That Could Happen?”

When you plan for the worst-case scenario, you can worry less about making a mistake and start to realize that most of the time the consequences of a poor decision are not as dire as you might fear. Ask yourself, “What is the absolute worst outcome?”, and you will be more likely to act with confidence and a clear mind. Additionally, you’ll be better able to prepare for future “What ifs” if you consider possible adverse outcomes.

I’ve written more about this concept in my “How Bad Could It Be?” blog post.

Use the “Best Friend Test”

Before making an important decision, ask yourself, “What would I tell my best friend to do in this scenario?” This is a test author Daniel Pink recommends in a short, informative video. He says that asking this question is effective because it changes the perspective of the scenario. You certainly wouldn’t want to lead your best friend astray, so the advice you give to them should apply to yourself as well.

Journal About It

Writing is a process of self-discovery, and writing about your decision-making process can offer valuable insight into what you truly want. Keep a running log of your thoughts, feelings, and ideas about the issue at hand and explore different angles.

Get Support

When facing a difficult decision, sometimes it helps to turn to a few trusted advisors for input. Ask one or two people you trust for advice, but be careful not to get “advice overload” where you ask too many people about a topic. As with all advice, take these suggestions with a grain of salt.

Making a decision can be hard, but by tapping into different methods and taking a mindful approach, it’s possible to make the best choice. Taking the time to use these techniques can help you gain clarity and make the best choice for yourself.

Good luck and happy decision making!

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. 

Tags: , , , , ,

January 11, 2023 Leaders: 4 Ways to Identify Your Team’s Strengths

One of the wonderful things about humanity is that we’re all so different, and we embody many different traits. Our distinct personalities can lead to powerful innovations, creative solutions, and out-of-the-box thinking. But it can also lead to conflicts, clashing, and misunderstandings. Have you ever tried to assign a highly collaborative leadership task to an extreme introvert? Or asked a “numbers person” to lead a creative brainstorming session.

It can be beneficial, of course, to stretch our abilities and challenge ourselves to reach outside our comfort zones. However, everyone has their limits. A social person who thrives on interpersonal interactions and teamwork can only take solo data entry work for so long. Soon, they’ll be miserable and, possibly, looking for an exit.

As a leader, it’s smart to identify your team members’ strengths and capitalize on them. Develop an understanding of their strengths by doing the following:

1. Ask them directly what they excel at, what they enjoy doing, and what their goals are. You might be surprised by how quickly people open up when talking about these topics.

2. Turn to a trustworthy assessment test for guidance. As an LP of Insights Discovery, I’m a big proponent of the Insights program. Rooted in social science, Insights Discovery identifies four key personality types (Cool Blue, Fiery Red, Sunshine Yellow, Earth Green) and outlines their inherent strengths and weaknesses. This can be used as a starting point to understand each individual’s potential. For more information, see my past blog post on Insights.

3. Observe each person on the job. What tasks do they excel at? How do they respond to different situations? Do they seem energized or drained after certain tasks? Taking note of these cues can help you better understand how to delegate tasks for maximum efficiency.

4. Listen to your team members’ feedback. They may have ideas on how they can best contribute to the team’s goals. They may be frustrated with processes or tasks they feel they are over- or under-qualified for. Address these issues and strive to create an environment in which everyone can utilize their strengths.

Once you’ve determined each team member’s strengths, you can start assigning tasks and roles that challenge and inspire. Letting team members play to their strengths can lead to greater satisfaction, higher morale, and better team performance. As a leader, it’s vitally important to recognize everyone’s unique gifts, and use them to drive the team forward and foster a more motivated, happier team.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE.

Tags: , , , , , ,