March 26, 2024 • 14 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 rejecting your team’s feedback to using it to be more reflective of how you’re showing up as a leader!
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep159
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 rejecting your team’s feedback to using it to be more reflective of how you’re showing up as a leader!
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep159
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 Appling.
(00:28):
Happy Tuesday and thanks for listening tothe Culture Building Like a Pro podcast.
I'm Deanna, and we are backwith another hash tag Leadershift episode. These
episodes were made for us to talkabout the common challenges and sometimes uncomfortable challenges
that many of us face as leaders. But these things don't get talked about
(00:52):
enough, so we focus on howto overcome these challenges and more importantly,
how we can make intentional shifts intothe level of leadership that creates an impact
and influences excellence among your team.There's this show that I've been watching for
several years. It has I thinkmaybe like I know, it's over like
(01:15):
twelve seasons and I've been watching sinceseason one. But it's called Married at
First Sight. You may have heardof it, but it's just interesting to
see how these people have been marriedat first sight, meaning that they don't
know each other. They've been matchedby a team of experts to see who's
the most compatible, who would bebetter aligned with the next person, And
(01:41):
these two individuals meet at the altar, and so they go through this social
experiment where they have eight weeks tobe in a fully legally binding marriage,
and at the end of those eightweeks, they decide if they want to
stay married or get a divorce.I love it. It's so many things
that trigued me about the show,But in all of these years I've been
(02:04):
watching it, it's always interesting howthroughout the season and at the end of
the season during the reunion show,you hear these people talk so much about
things that they learned about themselves andhow they would not have realized that they
are impatient or resentful or whatever haveyou, if they had not been married
(02:30):
at first sight and had this opportunityto basically be forced to look in the
mirror at themselves. And this happensall the time. You don't have to
be married at first sight to experiencethis, but in life, typically those
who we are in a close relationshipwith, those who we have to encounter
(02:51):
and spend a lot of time with, they become a mirror of who we
are, meaning that how we showup and engage and interact in that relationship.
Whether this is with a friend,a spouse, a child, a
colleague, a leader and their team, whatever the case is, how we
(03:15):
show up and how we interact withthem inside of this relationship, it mirrors
us. It mirrors who you are. It is a reflection of not only
your strengths, but oftentimes it isa very clear mirror of you and the
(03:36):
things that you have to work on. This happens in the workplace all the
time. We spend the most timeoutside of our families and even friends,
and honestly, more than friends,we spend more time with the people that
we work with throughout a year.Think about it. We work five days
a week, forty hours a weekat minimum, and when it comes to
(04:00):
leadership, our team sees us inways that we don't see ourselves. And
one of the most important skill setsthat we can grow in and continue to
leverage in our leadership effectiveness is touse that mirror from our team as an
(04:21):
opportunity for growth. So, ifyou've ever wondered why your team seems to
point out things your blind spots,essentially your habits and even characteristics about you
that you might be oblivious to.It's because they're on the front line,
not only doing the work, butwitnessing your leadership in action, so they
(04:46):
observe the nuances in the subtle detailsabout you as a leader that may escape
your viewpoint, and your team's perspectiveis in vas valuable because it is like
a mirror reflecting the aspects of yourleadership that might be hidden from your view
(05:08):
So in today's Leadershift, we aretalking about how you can shift from rejecting
your team's feedback about your leadership tousing it as a mirror a reflection for
growth. When leaders resist feedback fromtheir team about their leadership, you're essentially
(05:30):
shutting the door to growth. Simplyput, it creates an environment where improvement
is not a priority, and itsends a message that improvement and feedback is
only necessary when you're the one givingit to your team, but not when
they give it to you, andthat damage is twofold. Not only do
(05:51):
you miss out on valuable insight thatcould enhance your leadership and also build your
engagement with your team and the culture, but you also risk alienating your team
and this diminishes their trust in you, their respect for you, and it
also hinders their opportunity to be receptiveto growth because they're witnessing you rejected.
(06:17):
So to make this leadershift from rejectingyour team's feedback and what they're telling you
about your leadership to using it asa reflection a mirror for growth for you,
it is crucial that you embrace opportunitiesfor growth and teachability, even when
it comes from your team. Theidea of being a know it all is
(06:39):
a facade and it creates a dysfunctionalculture with your team. Trust me,
I know this all too well.If you've listened to this podcast for any
length of time and you know alittle bit about my story. That's how
I discovered that I didn't know howto be a leader, even though my
(07:00):
intent was to be a great one, because I was a huge no it
all, not out of malice,but simply because I did not know better.
So I encourage you to use thisopportunity to be open to receiving feedback
so it helps position you as aleader who is not just confident, but
(07:20):
constantly evolving to be better. Sohere are six actionable ways that you can
implement in your leadership journey to receivefeedback from your team and avoid rejecting it.
The first way is to create asafe feedback space. So establish an
environment where your team feels safe providingfeedback to you, and make it clear
(07:45):
to them that their insight is valuedand it will be used for growth and
not retaliation or punishment. When yourteam feels secure in doing this, they're
more likely to share constructive feedback withyou, which helps you grow as their
leader and it helps them see yourhumanity. The next way is to seek
(08:07):
feedback from your team regularly. Donot wait until performance reviews once a year
or some form of a formal feedbacksession or meeting to get feedback from your
team. Check in with your teamon a regular basis and ask about their
thoughts on your leadership, or simplyask is there anything that I could be
(08:31):
doing better to help you do yourjob better. Having ongoing dialogue like this
ensures that feedback is continuous and itbecomes a natural part of the dynamic between
you and your team. Next,be specific in your requests when you are
seeking feedback, whether it's your communicationstyle, how you make decisions, how
(08:56):
you manage certain projects or distribute tasks. Focused questions encourage your team to give
you more targeted and actionable feedback.The clearer and specific they are. With
this feedback that they give to you, you can take it and implement change
(09:16):
immediately, and they're then able tosee it in action. The fourth way
that you can make this shift isto practice active and receptive listening when you're
receiving feedback. Practice active listening meaningthat you are listening more than you speak,
(09:37):
that you are summarizing what they're sayingto you to make sure that you
understand. Give your team your fullattention when they're sharing with you, and
acknowledge their input to show that yougenuinely appreciate their perspective. This not only
foster is creating a culture of opencommunication, but it demonstrates that you respect
(10:00):
what they have to say and youbeing receptive also shows that they can be
honest about their feedback without having tofear that you become emotional or defensive if
they do so. The next waythat you can make this shift is to
separate the feedback that your team isgiving you from your identity. Remember,
(10:24):
feedback is about your actions and behavior, not who you are. It's not
your identity. Avoid taking feedback personallybecause ultimately this is the same thing that
you encourage as a leader when youhave to give feedback to your team.
So instead, lead by example byshowing your team that you view their feedback
(10:46):
as an opportunity for improvement and growth. This mindset shift allows you to embrace
the feedback and show outwardly that you'reembracing this feedback without feeling threatened, and
it then encourages your team to dothe same way. You're in a sense
being a full example on display ofhow to receive feedback and do it in
(11:13):
a way where it is not areflection of who you are as a person
or a leader. And lastly,to shift from rejecting your team's feedback about
your leadership and using it as amirror of reflection for your growth, express
(11:33):
gratitude for the feedback. It soundsso simple because it is, but it's
one thing that oftentimes we don't do. And maybe it's because maybe we aren't
happy with the feedback we're getting,or maybe it could be a little bit
of ego, but expressing gratitude createsa positive feedback loop and it encourages your
(11:56):
team to continue to share their thoughtsand their sites, and it shows them
how to do the same thing whenthey're presented with feedback from you or from
their peers, and this ultimately createsa culture of continuous improvement and receptiveness to
each other's thoughts and feedback. Ifyou found this episode helpful, I would
(12:18):
love it if you can share itwith someone that you know or share it
on social media and also leave anhonest rating and review in Apple Podcasts so
that I know that you found valuein it. And if you have any
questions about this episode, you cansend me an email. And that addresses
culture at business advocatespro dot com,which is also left in the show notes.
(12:43):
Remember that it is crucial as aleader to embrace opportunities for growth and
to be teachable, even if thoseopportunities come from your team. The idea
of being a know it all leaderis a complete facade, and your team
senses it from a mile away.So choosing humility and openness positions you as
(13:09):
a leader who is not just confident, but constantly striving to evolve and be
an even better leader. Making thisshift is a powerful and brave step towards
becoming a more effective and influential leader. By understanding your employees' perspectives, experiences,
(13:30):
and choosing to grow and be teachablefrom your team, you position yourself
for positive transformation and implementing these tipswill not only help you receive feedback effectively,
but it will also foster a cultureof continuous improvement and evolution with your
team. Have a great week.
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 Appling.
(00:28):
Happy Tuesday and thanks for listening tothe Culture Building Like a Pro podcast.
I'm Deanna, and we are backwith another hash tag Leadershift episode. These
episodes were made for us to talkabout the common challenges and sometimes uncomfortable challenges
that many of us face as leaders. But these things don't get talked about
(00:52):
enough, so we focus on howto overcome these challenges and more importantly,
how we can make intentional shifts intothe level of leadership that creates an impact
and influences excellence among your team.There's this show that I've been watching for
several years. It has I thinkmaybe like I know, it's over like
(01:15):
twelve seasons and I've been watching sinceseason one. But it's called Married at
First Sight. You may have heardof it, but it's just interesting to
see how these people have been marriedat first sight, meaning that they don't
know each other. They've been matchedby a team of experts to see who's
the most compatible, who would bebetter aligned with the next person, And
(01:41):
these two individuals meet at the altar, and so they go through this social
experiment where they have eight weeks tobe in a fully legally binding marriage,
and at the end of those eightweeks, they decide if they want to
stay married or get a divorce.I love it. It's so many things
that trigued me about the show,But in all of these years I've been
(02:04):
watching it, it's always interesting howthroughout the season and at the end of
the season during the reunion show,you hear these people talk so much about
things that they learned about themselves andhow they would not have realized that they
are impatient or resentful or whatever haveyou, if they had not been married
(02:30):
at first sight and had this opportunityto basically be forced to look in the
mirror at themselves. And this happensall the time. You don't have to
be married at first sight to experiencethis, but in life, typically those
who we are in a close relationshipwith, those who we have to encounter
(02:51):
and spend a lot of time with, they become a mirror of who we
are, meaning that how we showup and engage and interact in that relationship.
Whether this is with a friend,a spouse, a child, a
colleague, a leader and their team, whatever the case is, how we
(03:15):
show up and how we interact withthem inside of this relationship, it mirrors
us. It mirrors who you are. It is a reflection of not only
your strengths, but oftentimes it isa very clear mirror of you and the
(03:36):
things that you have to work on. This happens in the workplace all the
time. We spend the most timeoutside of our families and even friends,
and honestly, more than friends,we spend more time with the people that
we work with throughout a year.Think about it. We work five days
a week, forty hours a weekat minimum, and when it comes to
(04:00):
leadership, our team sees us inways that we don't see ourselves. And
one of the most important skill setsthat we can grow in and continue to
leverage in our leadership effectiveness is touse that mirror from our team as an
(04:21):
opportunity for growth. So, ifyou've ever wondered why your team seems to
point out things your blind spots,essentially your habits and even characteristics about you
that you might be oblivious to.It's because they're on the front line,
not only doing the work, butwitnessing your leadership in action, so they
(04:46):
observe the nuances in the subtle detailsabout you as a leader that may escape
your viewpoint, and your team's perspectiveis in vas valuable because it is like
a mirror reflecting the aspects of yourleadership that might be hidden from your view
(05:08):
So in today's Leadershift, we aretalking about how you can shift from rejecting
your team's feedback about your leadership tousing it as a mirror a reflection for
growth. When leaders resist feedback fromtheir team about their leadership, you're essentially
(05:30):
shutting the door to growth. Simplyput, it creates an environment where improvement
is not a priority, and itsends a message that improvement and feedback is
only necessary when you're the one givingit to your team, but not when
they give it to you, andthat damage is twofold. Not only do
(05:51):
you miss out on valuable insight thatcould enhance your leadership and also build your
engagement with your team and the culture, but you also risk alienating your team
and this diminishes their trust in you, their respect for you, and it
also hinders their opportunity to be receptiveto growth because they're witnessing you rejected.
(06:17):
So to make this leadershift from rejectingyour team's feedback and what they're telling you
about your leadership to using it asa reflection a mirror for growth for you,
it is crucial that you embrace opportunitiesfor growth and teachability, even when
it comes from your team. Theidea of being a know it all is
(06:39):
a facade and it creates a dysfunctionalculture with your team. Trust me,
I know this all too well.If you've listened to this podcast for any
length of time and you know alittle bit about my story. That's how
I discovered that I didn't know howto be a leader, even though my
(07:00):
intent was to be a great one, because I was a huge no it
all, not out of malice,but simply because I did not know better.
So I encourage you to use thisopportunity to be open to receiving feedback
so it helps position you as aleader who is not just confident, but
(07:20):
constantly evolving to be better. Sohere are six actionable ways that you can
implement in your leadership journey to receivefeedback from your team and avoid rejecting it.
The first way is to create asafe feedback space. So establish an
environment where your team feels safe providingfeedback to you, and make it clear
(07:45):
to them that their insight is valuedand it will be used for growth and
not retaliation or punishment. When yourteam feels secure in doing this, they're
more likely to share constructive feedback withyou, which helps you grow as their
leader and it helps them see yourhumanity. The next way is to seek
(08:07):
feedback from your team regularly. Donot wait until performance reviews once a year
or some form of a formal feedbacksession or meeting to get feedback from your
team. Check in with your teamon a regular basis and ask about their
thoughts on your leadership, or simplyask is there anything that I could be
(08:31):
doing better to help you do yourjob better. Having ongoing dialogue like this
ensures that feedback is continuous and itbecomes a natural part of the dynamic between
you and your team. Next,be specific in your requests when you are
seeking feedback, whether it's your communicationstyle, how you make decisions, how
(08:56):
you manage certain projects or distribute tasks. Focused questions encourage your team to give
you more targeted and actionable feedback.The clearer and specific they are. With
this feedback that they give to you, you can take it and implement change
(09:16):
immediately, and they're then able tosee it in action. The fourth way
that you can make this shift isto practice active and receptive listening when you're
receiving feedback. Practice active listening meaningthat you are listening more than you speak,
(09:37):
that you are summarizing what they're sayingto you to make sure that you
understand. Give your team your fullattention when they're sharing with you, and
acknowledge their input to show that yougenuinely appreciate their perspective. This not only
foster is creating a culture of opencommunication, but it demonstrates that you respect
(10:00):
what they have to say and youbeing receptive also shows that they can be
honest about their feedback without having tofear that you become emotional or defensive if
they do so. The next waythat you can make this shift is to
separate the feedback that your team isgiving you from your identity. Remember,
(10:24):
feedback is about your actions and behavior, not who you are. It's not
your identity. Avoid taking feedback personallybecause ultimately this is the same thing that
you encourage as a leader when youhave to give feedback to your team.
So instead, lead by example byshowing your team that you view their feedback
(10:46):
as an opportunity for improvement and growth. This mindset shift allows you to embrace
the feedback and show outwardly that you'reembracing this feedback without feeling threatened, and
it then encourages your team to dothe same way. You're in a sense
being a full example on display ofhow to receive feedback and do it in
(11:13):
a way where it is not areflection of who you are as a person
or a leader. And lastly,to shift from rejecting your team's feedback about
your leadership and using it as amirror of reflection for your growth, express
(11:33):
gratitude for the feedback. It soundsso simple because it is, but it's
one thing that oftentimes we don't do. And maybe it's because maybe we aren't
happy with the feedback we're getting,or maybe it could be a little bit
of ego, but expressing gratitude createsa positive feedback loop and it encourages your
(11:56):
team to continue to share their thoughtsand their sites, and it shows them
how to do the same thing whenthey're presented with feedback from you or from
their peers, and this ultimately createsa culture of continuous improvement and receptiveness to
each other's thoughts and feedback. Ifyou found this episode helpful, I would
(12:18):
love it if you can share itwith someone that you know or share it
on social media and also leave anhonest rating and review in Apple Podcasts so
that I know that you found valuein it. And if you have any
questions about this episode, you cansend me an email. And that addresses
culture at business advocatespro dot com,which is also left in the show notes.
(12:43):
Remember that it is crucial as aleader to embrace opportunities for growth and
to be teachable, even if thoseopportunities come from your team. The idea
of being a know it all leaderis a complete facade, and your team
senses it from a mile away.So choosing humility and openness positions you as
(13:09):
a leader who is not just confident, but constantly striving to evolve and be
an even better leader. Making thisshift is a powerful and brave step towards
becoming a more effective and influential leader. By understanding your employees' perspectives, experiences,
(13:30):
and choosing to grow and be teachablefrom your team, you position yourself
for positive transformation and implementing these tipswill not only help you receive feedback effectively,
but it will also foster a cultureof continuous improvement and evolution with your
team. Have a great week.
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