How do you use feedback to motivate and empower others?

Do bad leaders even know that they’re bad? Bad leaders often live in blissful ignorance of their own shortcomings….. When I’m referring to “bad leaders”, I’m using a bit of hyperbole to elevate the discussion, but I’m speaking of those who underperform, continuously make the same mistakes, and generally exhibit a lack of competence, confidence, and commitment. In my experience, bad leaders are often the byproduct of — you guessed it — other bad leaders. And it’s usually the overwhelming result of ONE thing….. Criticism! Or more importantly, an absolute lack thereof. Leadership requires tough conversations, uncomfortable truths, consequential decisions, and necessary sacrifices.

O feedback deve ser construtivo e focado em ajudar a pessoa a crescer e melhorar. É importante ter clareza sobre o que você deseja alcançar com o feedback.

Feedback should be given to assist a person in growing. This could mean that you require providing uncomfortable feedback, but if done with the correct intention and the commitment to journey with the staff member to help improve, it is a good investment and a valuable tool to the staff member. Feedback should become part of your staff's everyday lives. Not feedback that is predictable, tokenistic, and a chore' but feedback given should be genuine, personal, well thought out, and intended to help the staff member grow or acknowledge the influence and great work they are doing. For too long, I have seen staff waiting for the acknowledgement. The least we can do is notice and praise good work.

Consider how Jesus empowered Peter, not with judgment, but with encouragement and recognition of his potential as the rock upon which the church would be built. Understand that feedback's purpose is to be a learning opportunity, a dialogue, and recognition, aimed at helping others improve and appreciate their strengths. Before giving feedback, ask yourself its goal, its benefit to the person and organization, and its alignment with professional values and standards, ensuring your words uplift and empower like Jesus did for Peter. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

When Jesus corrected His disciples, it was never to condemn but to refine them for a greater mission, turning every misstep into a stepping stone toward their Divine calling. Use feedback as a tool to empower others by highlighting the Godly potential within them, making sure they see it as a guiding light rather than a harsh spotlight. By framing feedback as a shared journey toward excellence, you transform it into a sacred dialogue that fuels growth and aligns everyone with a higher purpose. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Before providing feedback to my team, I ask where they feel most comfortable having our monthly discussions. Would they like to meet off site or in the office, for example. I have found that catering to their personal preferences in this way has resulted in more open and honest conversations

O feedback deve ser dado em um momento e local onde a pessoa possa ouvi-lo e processá-lo adequadamente, preferencialmente em um ambiente privado e sem distrações.

Some feedback needs to be given privately. I have 1:1 time set up each week with my team; sometimes, it's a light conversation, and sometimes, it's a time to reflect and assist growth and skill development. Feedback should never be given harshly or when you are angry. I think feedback should be considered, and a plan to fix if there's any improvement needed should be part of your regular everyday routine so your staff have faith and trust in you that you want to see the best of them. Good feedback should also be given 1:1, where appropriate, to the whole team. I find sharing feedback with the senior team, CEO, or Board valuable in acknowledging the staff members' good work and investment in the team and organisation.

Think of how Jesus spoke to Nicodemus by night, choosing a private and calm setting for a meaningful conversation. Similarly, choose the right time and place for feedback, ensuring it's timely yet when emotions are settled and distractions are minimal. Deliver feedback in a calm, respectful tone, balancing positive and negative aspects, to create an environment where the person feels comfortable and valued, much like Jesus' compassionate and wise approach. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Descreva a situação específica, o comportamento observado e o impacto desse comportamento. Isso ajuda a pessoa a entender o contexto e a importância do feedback.

Imagine how Nathan confronted David about his actions using a parable that highlighted the situation, behavior, and impact clearly and effectively. Apply the SBI model for structured feedback: start by describing the specific situation, then detail the observable behavior with concrete examples, and finally, explain the impact of this behavior. For instance, "Last Thursday during our virtual meeting, you provided detailed updates with clear action items, which significantly improved our project's direction and team alignment." #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Encoraje um diálogo bidirecional, onde a pessoa também possa dar feedback. Isso pode ajudar a criar um ambiente de confiança mútua e aprendizado contínuo.

I value feedback. It's essential to instill trust and mutual respect among your team, peers and CEO/Board. You cannot grow and develop in your role and leadership and cannot manage your team to your best if you don't have the tools to reflect on or the information to help you stretch, sit in discomfort and wrestle through personal growth. Feedback should be encouraged to help you grow, sometimes as a recognition of team spirit or to celebrate a personal win. However, it's not an ego trip. I should be there only for the betterment of the team or organisation.

Just as Jesus invited Peter to walk on water, knowing it would both challenge and empower him (Matthew 14:29-31), so too should you invite feedback that pushes you beyond your comfort zone. Use feedback to empower others by showing them the Divine potential you see within them, guiding them to rise above their doubts and fears. When you invite feedback, do so with the heart of a servant leader, eager to refine your God-given talents and help others do the same. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Esteja aberto para receber feedback sobre si mesmo. Isso demonstra que você valoriza a opinião dos outros e está comprometido com o crescimento pessoal e profissional.

Just as Jesus turned water into wine, you can transform every ounce of feedback into the fuel that propels your Godly mission forward. When you receive feedback, accept it with gratitude, knowing that God uses both praise and critique to refine you. By acting on that feedback, you turn potential obstacles into Divine opportunities, showing your commitment to growth and excellence in His name. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Imagine Jesus calming the storm with a mere word—His authority over nature reflects the power you have over your own challenges. In those moments when feedback feels like a tempest, remember that you have the Divine ability to bring peace and clarity to the situation. Use this space to share how, through God's grace, you've turned turbulent feedback into a testimony of growth and resilience, inspiring others to do the same. #divineintervention #gabenfreude #MentalHealthAwarenessMonth

Seja específico e objetivo: Evite generalizações e concentre-se em exemplos concretos. Foque no comportamento, não na pessoa: Isso ajuda a evitar que a pessoa se sinta atacada e mais aberta a mudanças. Ofereça soluções e suporte: Não basta apontar o que está errado; ofereça sugestões de como melhorar e disponha-se a ajudar. Acompanhe: O feedback não termina na conversa inicial; faça acompanhamentos para discutir progressos e desafios contínuos. Lembre-se, o objetivo do feedback é ajudar os outros a se desenvolverem, e quando feito corretamente, pode ser uma ferramenta poderosa para motivar e capacitar sua equipe ou colegas.