March 19, 2024 • 12 mins
We’re continuing with the #LeaderSHIFT series on the podcast this week. These episodes are very direct & to the point, where we'll talk about the different challenges leaders tend to face & how to shift into becoming an influential leader who leads a healthy culture & engaged team!
In this episode, I’m sharing how you can shift from approaching your team with criticism to correcting effectively!
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep158
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support!
https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on Twitter: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!
| Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
In this episode, I’m sharing how you can shift from approaching your team with criticism to correcting effectively!
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep158
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support!
https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on Twitter: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!
| Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:04):
Welcome to the Culture Building Like aPro podcast, helping small business owners and
managers lead a company culture where employeesare engaged to do their best work because
they want to and not because theyhave to. Now, let's jump start
your culture transformation with company culture strategists, leadership coach and trainer Deanna Applin.
(00:28):
Happy Tuesday and thanks for listening tothe Culture Building Like a Pro Podcast.
I'm Deanna and we are back withanother hashtag Leadershift episode. These episodes were
specifically made for us to talk aboutthe common challenges that we face as leaders
because they don't get talked about enough. So we're not only going to identify
(00:53):
these challenges, but we're going totalk about how to overcome them and more
importantly, how to shift into thelevel of leadership that creates an impact and
influences excellence among your team. Todaywe are talking about the art of constructive
feedback. I know you've probably heardseveral times growing up, and even now
(01:19):
I know I have it's not whatyou say, is how you say it.
And we hear that often because it'strue, and when we're talking about
being leaders and being in the workplace, and especially if you're new to leadership.
Being able to give feedback to yourteam is not only crucial, it's
very important in leadership, but theart of doing it well is even more
(01:45):
important, because ultimately, you don'twant to give feedback to your team and
create a dynamic or an environment thatcauses them to be defensive to feel attacked.
That would be counterproduct And the wholegoal and reason why we offer feedback
is because we want it to beprogressive. We want to get results and
(02:08):
see change. So in today's episode, we're specifically talking about how to shift
from teetering on that line of criticizingyour employees to effectively correcting them. Now,
when we're talking about criticism that oftencomes negatively, it's like a dark
(02:31):
cloud, honestly, because criticism canhinder productivity. It can stop someone from
being as engaged and even create aculture of fear, which ultimately you don't
want if you're trying to lead ahealthy and thriving, productive team, and
we don't want employees to be resistantto change. So we're going to talk
(02:54):
about a few ways that you canpractice the art of constructive feedback so that
you can see results and change withyour team. Now, the first way
that you can shift from criticizing yourteam to offering effective correction. Is to
(03:15):
prepare for the conversation. Prepare foroffering this type of feedback, so before
you dive into the conversation and approachthem, preparation is key. Gather relevant
information and examples of the topic thatyou are providing feedback on and that you
want to provide correction to, andchoose the right time and place to have
(03:38):
this conversation so this should never bein front of other people on the team.
This should be a one on oneconversation and ensure that you're approaching the
conversation with a mindset that is focusedon growth and improvement and service as well.
(04:00):
Also remember to stick to the factsand not assumptions about what you're speaking
on, and also remove your emotionsand focus on the desired outcome, not
the problem. Next, let's talkabout effective feedback delivery. How you frame
the correction is essential, and youwant to do this in the most positive
(04:24):
way as you can, even ifwhat you're talking about may be a little
uncomfortable, So think of it likea sandwich. Start and end the conversation
with the positive things, the positiveaspects about the topic and you place the
constructive feedback in the middle. So, for example, maybe you have an
(04:46):
employee who is struggling with completing workat the set deadlines. So maybe you
will frame this conversation by saying,I want to let you know how much
I appreciate your attention to detail.I know that it is important for you
to make sure that you aren't missingany information as you're completing task XYZ.
(05:12):
And while this is a great assetto the team, we also have to
determine ways that we can help youmeet deadlines on time. And I'm here
to support you in figuring this outbecause this is a valued strength that you
bring to this team. So howcan we work on this together? Is
(05:34):
there anything that I can do tohelp ensure that you have what you need
to meet the deadlines moving forward?Something as simple as that. Putting the
correction in the middle, but layeringthe delivery with the positive aspects of the
situation can help your employee understand thatthey aren't wrong or that they aren't aren't
(06:00):
bad, but they maybe just needto look at how to do the specific
task differently or more effectively, andyou can help them do this. Also,
make sure that you use eye statementsand focus on behaviors and not the
personality. This approach also helps thefeedback become more actionable and less like a
(06:24):
personal attack. The next thing thatwill help you make this shift is to
practice active listening and empathy. Hearwhat your employee is saying as you're having
the conversation about the topic you're correctingthem on. Focus on understanding their perspective,
and respond with empathy. In otherwords, respond as if you understand
(06:48):
where they're coming from. This bringshumanity to the conversation, and it creates
a dynamic where the process of offeringcorrection is more collaborative and less confrontational.
The next way that you can shiftfrom criticizing to offering effective correction is to
(07:10):
handle defensive reactions tactfully and professionally.Now, let's face it, because we
are dealing with humans, emotions canbecome a little bit of a challenge in
most situations depending on what we aretalking about when we're offering correction to our
employees. And while defensive reactions arenatural, how you handle them as a
(07:34):
leader in this situation can make allthe difference in making this conversation effective and
progressive. So keep the conversation productiveby focusing again on the facts being of
service and figuring out how you canbetter serve your employee in this particular situation.
(07:59):
Give them the opportunity to offer theirfeedback of how they feel things can
be done differently or how they canshow up differently, but stay respectful.
Above all, make sure that youare calm, that you're composed, and
that you emphasize to your employee thatthe goal is improvement and that you're on
(08:20):
their team and this is not aboutblame. This approach helps your employees see
the feedback that you're giving them asan opportunity for growth and not an attack
or an opportunity to criticize them.And lastly, to make the shift from
criticizing your employees to offering productive andeffective correction. Be intentional with follow ups
(08:46):
and continuous improvement. Feedback doesn't end, and correction doesn't end when the conversation
ends. Your follow up is crucialto making sure that not only the change
just taking place, but that youare helping to support your employee as they
are trying to implement the change inthe area that you guys discussed. So
(09:11):
offer ongoing support coaching even means totrack the progress of the topic or the
area that you're trying to help youremployee change and make adjustments as needed.
Maybe you have to revisit the conversationat some point because you've identified that,
Hey, the way we thought thiscould be resolved isn't the most effective way,
(09:35):
So how can we do this differently? A continuous improvement cycle builds trust
and accountability, and it reinforces themessage that you are invested in supporting your
employees. Now, if you've beenlistening to this episode and you realized that
you want to get better at offeringeffective correction to your team and not approaching
(10:01):
them with criticism, but you're notsure how, or you simply just don't
feel comfortable with doing so. Maybethe thought of even offering correction to your
team is something that is overwhelming foryou and you've been avoiding doing it.
But you want help and you wantto get better at doing this in your
(10:22):
leadership practices. This is an exampleof one of the areas that I help
leaders get better at in their dailyleadership practices and ultimately help them understand the
soft skills that will make valuable impactwith their team. And if you would
(10:43):
like to work with me and gettingbetter in an area like this, understanding
some of the blind spots that youmay have, or just growing that muscle
in some of the areas that you'vebeen avoiding when it comes to leadership because
you may not like confrontation or youdon't want to ruffle feathers. I would
love to speak with you about thisfurther, and you can apply to be
(11:05):
a part of my new Leader BigImpact coaching program where we can tackle issues
like this and ultimately give you thetools, the resources, and the insight
that you need to become the leaderthat you desire to be. And you
can apply by going to beaproinc dotcom slash EP one five eight, and
(11:26):
that link will be left in theshow notes as well. Remember that one
key skill set of every impactful leaderis understanding their level of influence and how
their approach impacts their team. Havinghard conversations is a part of the job,
and while you may need to talkabout negative topics or not so fun
(11:52):
topics with your team members, itdoesn't mean that you have to create a
culture of fear and an environment ofdefensiveness doing so, and by shifting from
criticizing your team to offering effective correction, you can help improve morale, enhance
(12:13):
performance, and create a thriving culturewhere employees feel valued and supported, even
when discussing opportunities for growth in areaswhere they can improve. Have a great need
Welcome to the Culture Building Like aPro podcast, helping small business owners and
managers lead a company culture where employeesare engaged to do their best work because
they want to and not because theyhave to. Now, let's jump start
your culture transformation with company culture strategists, leadership coach and trainer Deanna Applin.
(00:28):
Happy Tuesday and thanks for listening tothe Culture Building Like a Pro Podcast.
I'm Deanna and we are back withanother hashtag Leadershift episode. These episodes were
specifically made for us to talk aboutthe common challenges that we face as leaders
because they don't get talked about enough. So we're not only going to identify
(00:53):
these challenges, but we're going totalk about how to overcome them and more
importantly, how to shift into thelevel of leadership that creates an impact and
influences excellence among your team. Todaywe are talking about the art of constructive
feedback. I know you've probably heardseveral times growing up, and even now
(01:19):
I know I have it's not whatyou say, is how you say it.
And we hear that often because it'strue, and when we're talking about
being leaders and being in the workplace, and especially if you're new to leadership.
Being able to give feedback to yourteam is not only crucial, it's
very important in leadership, but theart of doing it well is even more
(01:45):
important, because ultimately, you don'twant to give feedback to your team and
create a dynamic or an environment thatcauses them to be defensive to feel attacked.
That would be counterproduct And the wholegoal and reason why we offer feedback
is because we want it to beprogressive. We want to get results and
(02:08):
see change. So in today's episode, we're specifically talking about how to shift
from teetering on that line of criticizingyour employees to effectively correcting them. Now,
when we're talking about criticism that oftencomes negatively, it's like a dark
(02:31):
cloud, honestly, because criticism canhinder productivity. It can stop someone from
being as engaged and even create aculture of fear, which ultimately you don't
want if you're trying to lead ahealthy and thriving, productive team, and
we don't want employees to be resistantto change. So we're going to talk
(02:54):
about a few ways that you canpractice the art of constructive feedback so that
you can see results and change withyour team. Now, the first way
that you can shift from criticizing yourteam to offering effective correction. Is to
(03:15):
prepare for the conversation. Prepare foroffering this type of feedback, so before
you dive into the conversation and approachthem, preparation is key. Gather relevant
information and examples of the topic thatyou are providing feedback on and that you
want to provide correction to, andchoose the right time and place to have
(03:38):
this conversation so this should never bein front of other people on the team.
This should be a one on oneconversation and ensure that you're approaching the
conversation with a mindset that is focusedon growth and improvement and service as well.
(04:00):
Also remember to stick to the factsand not assumptions about what you're speaking
on, and also remove your emotionsand focus on the desired outcome, not
the problem. Next, let's talkabout effective feedback delivery. How you frame
the correction is essential, and youwant to do this in the most positive
(04:24):
way as you can, even ifwhat you're talking about may be a little
uncomfortable, So think of it likea sandwich. Start and end the conversation
with the positive things, the positiveaspects about the topic and you place the
constructive feedback in the middle. So, for example, maybe you have an
(04:46):
employee who is struggling with completing workat the set deadlines. So maybe you
will frame this conversation by saying,I want to let you know how much
I appreciate your attention to detail.I know that it is important for you
to make sure that you aren't missingany information as you're completing task XYZ.
(05:12):
And while this is a great assetto the team, we also have to
determine ways that we can help youmeet deadlines on time. And I'm here
to support you in figuring this outbecause this is a valued strength that you
bring to this team. So howcan we work on this together? Is
(05:34):
there anything that I can do tohelp ensure that you have what you need
to meet the deadlines moving forward?Something as simple as that. Putting the
correction in the middle, but layeringthe delivery with the positive aspects of the
situation can help your employee understand thatthey aren't wrong or that they aren't aren't
(06:00):
bad, but they maybe just needto look at how to do the specific
task differently or more effectively, andyou can help them do this. Also,
make sure that you use eye statementsand focus on behaviors and not the
personality. This approach also helps thefeedback become more actionable and less like a
(06:24):
personal attack. The next thing thatwill help you make this shift is to
practice active listening and empathy. Hearwhat your employee is saying as you're having
the conversation about the topic you're correctingthem on. Focus on understanding their perspective,
and respond with empathy. In otherwords, respond as if you understand
(06:48):
where they're coming from. This bringshumanity to the conversation, and it creates
a dynamic where the process of offeringcorrection is more collaborative and less confrontational.
The next way that you can shiftfrom criticizing to offering effective correction is to
(07:10):
handle defensive reactions tactfully and professionally.Now, let's face it, because we
are dealing with humans, emotions canbecome a little bit of a challenge in
most situations depending on what we aretalking about when we're offering correction to our
employees. And while defensive reactions arenatural, how you handle them as a
(07:34):
leader in this situation can make allthe difference in making this conversation effective and
progressive. So keep the conversation productiveby focusing again on the facts being of
service and figuring out how you canbetter serve your employee in this particular situation.
(07:59):
Give them the opportunity to offer theirfeedback of how they feel things can
be done differently or how they canshow up differently, but stay respectful.
Above all, make sure that youare calm, that you're composed, and
that you emphasize to your employee thatthe goal is improvement and that you're on
(08:20):
their team and this is not aboutblame. This approach helps your employees see
the feedback that you're giving them asan opportunity for growth and not an attack
or an opportunity to criticize them.And lastly, to make the shift from
criticizing your employees to offering productive andeffective correction. Be intentional with follow ups
(08:46):
and continuous improvement. Feedback doesn't end, and correction doesn't end when the conversation
ends. Your follow up is crucialto making sure that not only the change
just taking place, but that youare helping to support your employee as they
are trying to implement the change inthe area that you guys discussed. So
(09:11):
offer ongoing support coaching even means totrack the progress of the topic or the
area that you're trying to help youremployee change and make adjustments as needed.
Maybe you have to revisit the conversationat some point because you've identified that,
Hey, the way we thought thiscould be resolved isn't the most effective way,
(09:35):
So how can we do this differently? A continuous improvement cycle builds trust
and accountability, and it reinforces themessage that you are invested in supporting your
employees. Now, if you've beenlistening to this episode and you realized that
you want to get better at offeringeffective correction to your team and not approaching
(10:01):
them with criticism, but you're notsure how, or you simply just don't
feel comfortable with doing so. Maybethe thought of even offering correction to your
team is something that is overwhelming foryou and you've been avoiding doing it.
But you want help and you wantto get better at doing this in your
(10:22):
leadership practices. This is an exampleof one of the areas that I help
leaders get better at in their dailyleadership practices and ultimately help them understand the
soft skills that will make valuable impactwith their team. And if you would
(10:43):
like to work with me and gettingbetter in an area like this, understanding
some of the blind spots that youmay have, or just growing that muscle
in some of the areas that you'vebeen avoiding when it comes to leadership because
you may not like confrontation or youdon't want to ruffle feathers. I would
love to speak with you about thisfurther, and you can apply to be
(11:05):
a part of my new Leader BigImpact coaching program where we can tackle issues
like this and ultimately give you thetools, the resources, and the insight
that you need to become the leaderthat you desire to be. And you
can apply by going to beaproinc dotcom slash EP one five eight, and
(11:26):
that link will be left in theshow notes as well. Remember that one
key skill set of every impactful leaderis understanding their level of influence and how
their approach impacts their team. Havinghard conversations is a part of the job,
and while you may need to talkabout negative topics or not so fun
(11:52):
topics with your team members, itdoesn't mean that you have to create a
culture of fear and an environment ofdefensiveness doing so, and by shifting from
criticizing your team to offering effective correction, you can help improve morale, enhance
(12:13):
performance, and create a thriving culturewhere employees feel valued and supported, even
when discussing opportunities for growth in areaswhere they can improve. Have a great need
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