Your leadership position or role includes the importance of giving corrective feedback as a leader and emphasizes the need to take ownership of that feedback rather than avoiding responsibility by blaming or crediting someone else for the message you are delivering. Below are seven key points in owning your leadership.
1. Taking Responsibility for Feedback: Effective leaders understand that giving corrective feedback is a necessary part of helping employees grow and improve. They do not shy away from providing this feedback because they don’t want to appear uncool, as a nitpicker, or unempathetic.
2. Failure to Address/ Removing Yourself: Failure to address is when a leader attributes tough feedback to someone else, such as a higher-up or another department, rather than delivering it themselves. This approach is not productive and often leads to negative consequences.
3. Intentionally Owning Feedback: Owning feedback means delivering it directly, being transparent about the issues, and offering constructive ways to improve. When a leader owns feedback, it demonstrates their commitment to helping employees develop and succeed.
4. Communication Style: Sustainable leadership communication uses fact-based communication when delivering feedback. It provides clear examples of what “awesome performance” looks like and how the employee’s performance differs from that standard.
5. Building Relationships: Taking ownership of feedback is seen as a foundation for building strong employee-manager relationships. It engenders respect and holds employees accountable for making necessary changes.
6. Difficult to Discovery: Let discussion discomfort develop into coaching conversations. Effective leaders don’t just point out problems but work with employees to find solutions and help them reach their full potential.
7. Invest in Training: Training programs such as Leadership Nuances, Language Mastery and Change the Narrative Progressive Leadership teaches these principles and more regarding effective leadership and management.
Great, not perfect, leaders take responsibility for delivering corrective feedback, communicate it clearly and factually, and promote a coaching approach to help
employees improve. This methodology not only benefits individual employees but also contributes to building strong employee-manager relationships and a positive workplace culture.
