Your supervisor is resistant to feedback on their leadership style. How can you effectively approach them?

1 Assess Readiness

Before you approach your supervisor, it's important to assess their readiness to receive feedback. This involves observing their behavior for signs of openness to change. For example, if they ask for team input or show flexibility in their methods, they may be more receptive. If they seem set in their ways, consider waiting for a more opportune moment or finding a different angle to present your feedback. Remember, timing can be everything when it comes to sensitive discussions.

2 Build Rapport

Building rapport with your supervisor is essential before broaching sensitive topics. Start by acknowledging their strengths and the positive aspects of their leadership style. This establishes a foundation of respect and makes it clear that your intentions are constructive. Engaging in regular, casual conversations can also strengthen your relationship, making it easier to discuss more challenging issues when the time comes.

3 Express Empathy

When you decide to provide feedback, begin with empathy. Express understanding for the challenges your supervisor faces and the pressure they're under. By demonstrating empathy, you're not only showing respect for their position but also creating a safe space for open communication. This approach reduces the likelihood of a defensive reaction and paves the way for a more productive dialogue.

4 Share Observations

When sharing your observations, focus on specific behaviors rather than personal characteristics. Use "I" statements to express how these behaviors impact the team's performance and morale. This strategy helps prevent your supervisor from feeling personally attacked and keeps the conversation centered on professional development and team dynamics.

5 Encourage Reflection

Encourage your supervisor to reflect on their leadership style by asking open-ended questions. These questions should prompt introspection without implying judgment. For instance, you might ask, "How do you feel the team responds to your current leadership approach?" This can lead to self-discovery and openness to considering different perspectives, including the feedback you're providing.

6 Offer Support

Finally, offer your support in helping them explore new leadership strategies. This might involve suggesting resources, such as leadership workshops or mentorship opportunities, or offering to collaborate on implementing changes. By positioning yourself as a supportive ally, you increase the likelihood of your supervisor considering your feedback and taking steps toward positive change.