Ryan Lee Pillay’s Post

🔍 Are your managers being truly honest about your performance? Are they candidly pointing out areas for growth? In today’s fast-paced work environment, the essence of feedback has never been more crucial. Yet, a lingering question remains: are we, as leaders, as transparent and constructive in our feedback as we should be? Here’s why our team members deserve this transparency: ✅ Fosters Trust and Respect When feedback is given candidly, it not only demonstrates respect for the individual's potential but also builds trust. It sends a message that we care enough to invest in their growth. ✅ Promotes Personal and Professional Growth Transparent feedback provides clear insights into strengths and areas for improvement, offering a roadmap for personal and professional development. ✅ Encourages Open Communication A culture that values honesty in feedback encourages open communication. It invites individuals to share ideas, challenges, and feedback of their own, creating a dynamic and collaborative work environment. ✅ Drives Performance Constructive feedback, when delivered properly, can significantly boost motivation and performance. It helps individuals understand what they are doing well and what they can do to improve, aligning their efforts with the organisation’s goals. ✅ Builds a Learning Culture Transparent feedback emphasises learning and development. It acknowledges that mistakes are part of the growth process and encourages a mindset of continuous improvement. As leaders, our approach to feedback should not be about pointing out flaws but rather about guiding our team members towards their best selves. It’s about creating an environment where honest, constructive conversations are the norm, not the exception. #Leadership #Feedback #GrowthMindset #ProfessionalDevelopment #OpenCommunication

Feedback is a valuable tool for personal and professional growth, but it's often not utilized to its full potential. Instead of providing honest and constructive feedback, managers may sugarcoat their opinions, avoiding any form of confrontation. While this approach may spare feelings, it ultimately hinders development. Without improvement feedback, individuals miss the chance to address their weaknesses and make necessary improvements. It's crucial to recognize that feedback isn't synonymous with criticism or negativity. It should be delivered respectfully and constructively, with the intention of helping the individual or team improve. By providing honest feedback, we show that we care about their growth and success. Creating a culture that values honest feedback is essential in any organization. Leaders and managers should lead by example, encouraging open communication and creating a safe space where individuals feel comfortable receiving and providing feedback. #feedbackculture #culturebuilding #culturematters

Your reaction to feedback says more about you than the feedback itself 🎭. Navigating the world of #ConstructiveFeedback can be challenging, especially when you're a middle manager caught between the expectations of leadership and subordination. In our latest blog post, we delve into the importance of embracing feedback, the obstacles a #MiddleManager faces, and practical tips to foster a #GrowthMindset. 👉🔗 Unlock the Power of Feedback and Elevate Your Team's Potential! Read the full blog here: https://lnkd.in/gVMYCgvp 🔗👈 💬 Book a session with us today to discover how our AI-powered platform can revolutionize your feedback process: https://lnkd.in/gamgVhv7 📖 You can also learn more about giving #EffectiveFeedback and the frameworks we suggest here: https://lnkd.in/gYCkxVqq #LeadershipDevelopment #ProfessionalGrowth #ManagementTips #EmployeeEngagement #CareerDevelopment

Feedback - the dreaded conversation for many Managers 😰 Feedback is really just a waste of time.. . . Obviously that's not true! Feedback is an absolutely essential part of being a Manager and a Leader. It is a requirement! That's what makes people in the organization grow. Often the main concern when it comes to Feedback is: "Will they take it the right way?" 😟 That's a very valid question. Please do keep in mind that the receival of information is out of your control. How people CHOOSE to respond, is their choice. That doesn't mean that you should not speak politely or include compliments, even if direct feedback has to be given. Try and remember the following: - Compliment - Working Point/Development Area - Compliment Package your sandwich nicely, and you'll have ensured to give relevant feedback to help your colleague develop going forwards, even if they don't appreciate it at that moment 📍🎯 #feedback #hr #development #managers #growth

Resistance to feedback is a common challenge that leaders must adeptly navigate to foster a culture of continuous learning. Resistance to feedback often stems from various sources, including fear of criticism, perceived threats to job security, or discomfort with change. Recognizing these underlying factors is the first step toward addressing them effectively. Here are some strategies to use to overcome feedback resistance. Trust and Rapport ↳ Establishing a foundation of trust encourages openness to feedback. Leaders can achieve this by demonstrating empathy, active listening, and consistent support for their team members. Communicate the Purpose of Feedback ↳ Clearly articulate that feedback is intended for development and growth, not as a punitive measure. This clarity helps in reducing apprehension and aligns the team with the organization’s objectives. Ensure Feedback is Specific and Constructive ↳ Provide detailed, actionable insights rather than vague comments. For instance, instead of saying, “Improve your communication skills,” specify, “In the last meeting, consider summarizing key points to enhance clarity.” Encourage a Two-Way Dialogue ↳ Create an environment where team members feel comfortable expressing their thoughts and concerns. This mutual exchange fosters a sense of collaboration and shared responsibility for improvement. Embracing a proactive approach to feedback not only enhances individual performance but also cultivates a culture of continuous improvement within the organization. Leave a comment on strategies you’ve implemented to help overcome feedback resistance! —— 🔔 Follow me here on LinkedIn for clear, concise insights into leadership and the life science space! #leadership #feedback #culture

The power of feedback ⚡! Feedback is crucial for growth and development in various aspects of life. It offers valuable information and insights that assist individuals and organizations in enhancing their performance, fostering stronger relationships, and achieving their objectives. Feedback can be a gift when it's delivered with genuine respect, tact, and an understanding of what the recipient needs and can absorb. In this short video Pernille Brun elaborates on the value of feedback and provides practical advice on specific questions you can ask to ensure you receive feedback, even as a top-level manager. Due to a combination of factors, managers frequently receive less feedback than employees at lower levels, amongst others:. Power Dynamics: Subordinates might be hesitant or intimidated to offer criticism to their superiors due to the fear of jeopardizing their careers or facing negative consequences. Limited Accessibility: Top managers often have busy schedules, making it challenging for employees to provide feedback informally or spontaneously. Information Filtering: As information travels up the hierarchy, there's a tendency for negative feedback to be softened or omitted altogether. Overconfidence Bias: Some top managers may develop an overconfidence bias, believing their position and experience make them less in need of feedback. Do you recognize any of the above? What do you do to ensure that you receive the gift of feedback? #Feedback #Growth #Development #Communication #Leadership

Leaders, your words carry a lot of weight (especially when delivering performance evaluations). Using positive and constructive language can profoundly impact how employees receive feedback. Remember to focus on facts, behaviors, and outcomes rather than personalities or intentions. Beware of unconscious bias. Balance positive and negative feedback, highlighting achievements and areas for improvement. Consider the "hamburger method" for feedback: start with positive feedback, address areas for improvement, and end with another positive note. This approach softens the impact of the criticism and encourages employees to be more receptive to the feedback. Listening and responding to employees are crucial during evaluations. Allow them to express their views and concerns. Acknowledge feedback, address questions, and find common ground. The two way communication will build rapport and trust. Agree on success criteria with employees, follow up on progress, and offer ongoing support. Give timely feedback immediately after incidents for it to be impactful. Be specific, use examples, and consider the STAR method: Situation, Task, Action, Result. Remember, all employees strive to perform well. Providing constructive feedback and ongoing support is key to fostering better performance. #Leadership #Feedback #EmployeeDevelopment

"𝗜'𝗺 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗯𝗲𝗹𝗶𝗲𝘃𝗲𝗿 𝘁𝗵𝗮𝘁 𝗮𝗻𝘆 𝘁𝗼𝗼𝗹 𝘁𝗵𝗮𝘁 𝗲𝗻𝗵𝗮𝗻𝗰𝗲𝘀 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗵𝗮𝘀 𝗽𝗿𝗼𝗳𝗼𝘂𝗻𝗱 𝗲𝗳𝗳𝗲𝗰𝘁𝘀 𝗶𝗻 𝘁𝗲𝗿𝗺𝘀 𝗼𝗳 𝗵𝗼𝘄 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗻 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿, 𝗮𝗻𝗱 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆 𝗰𝗮𝗻 𝗮𝗰𝗵𝗶𝗲𝘃𝗲 𝘁𝗵𝗲 𝗸𝗶𝗻𝗱 𝗼𝗳 𝗳𝗿𝗲𝗲𝗱𝗼𝗺𝘀 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻" - 𝗕𝗶𝗹𝗹 𝗚𝗮𝘁𝗲𝘀 𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺 𝗠𝗼𝗻𝗱𝗮𝘆𝘀: 𝗛𝗼𝘄 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗬𝗼𝘂 𝗥𝗲𝗰𝗲𝗶𝘃𝗲 𝗮𝘀 𝗮 𝗟𝗲𝗮𝗱𝗲𝗿? As leaders, how often do you find the feedback you receive vague or non-actionable? Seeking feedback poses a significant challenge, especially when responses are overly polite or lack specificity, leaving you without clear guidance for personal and professional growth. Skipping detailed, constructive feedback can stall your development and limit improvements in leadership and team progress. Aim for feedback that pinpoints your strengths and areas for growth to continuously enhance your skills and team dynamics. Have you heard of the “𝗘𝘃𝗶𝗱𝗲𝗻𝗰𝗲(𝗘𝘅𝗮𝗺𝗽𝗹𝗲)/𝗘𝗳𝗳𝗲𝗰𝘁/𝗖𝗵𝗮𝗻𝗴𝗲 (𝗘𝗘𝗖) 𝗺𝗼𝗱𝗲𝗹”? Structure your feedback requests effectively and try these: 𝗘𝘃𝗶𝗱𝗲𝗻𝗰𝗲(𝗘𝘅𝗮𝗺𝗽𝗹𝗲): Encourage your team to provide specific examples of behaviors needing review. 𝗘𝗳𝗳𝗲𝗰𝘁: Request clear descriptions of how these behaviors affect team operations or morale. 𝗖𝗵𝗮𝗻𝗴𝗲: Solicit concrete suggestions on which behaviors to modify or maintain to boost leadership effectiveness. For more on implementing the EEC model, check out this resource: Effective Feedback Using the EEC Model. >> https://lnkd.in/gGnkEXpB Using the EEC model to request feedback ensures you receive precise, actionable insights, significantly enhancing your leadership capabilities and team dynamics. What strategies have you found effective in soliciting actionable feedback? How do you ensure the feedback you receive as a leader drives real change? #LeadershipFeedback #ConstructiveFeedback #LeadershipDevelopment #FeedbackCulture #MomentumMondays #EffectiveLeadership #ProfessionalGrowth #ManagementTips #FeedbackForLeaders