Les membres de votre équipe remettent en question votre style de leadership. Comment allez-vous répondre efficacement à leurs commentaires ?

When team members challenge your leadership style, the first step is to listen actively. It’s like being a detective—before solving the case, you need all the clues. Give them the space to express their concerns without interrupting or getting defensive. For example, hold a meeting where team members can openly share their thoughts and feelings about your leadership approach. This not only shows that you value their input but also helps you understand the root of their concerns. Active listening builds trust and demonstrates that you’re open to growth. And remember, even Sherlock Holmes knew when to keep quiet and just listen—because jumping to conclusions usually leads to stepping on a banana peel!

Listen with your eyes. Make people feel like they are the only ones in the room. Practice active listening where you pay 100% attention and summarize the other person's responses to ensure you're on the same page.

Listen First 🗣️ Start by giving your team members the space to express their concerns without interruption. Active listening shows that you value their input and are genuinely interested in understanding their perspective. This step is crucial in building trust and setting the stage for a constructive conversation.

I remove and put my ego into my sandwich box. listen. and listen by sitting inside their wig. Optimal health and peaceful mind creates create high self esteem.

Faça as pessoas se sentirem as únicas na sala. Pratique a escuta ativa, onde você presta 100% de atenção e resuma as respostas da outra pessoa para garantir que você esteja na mesma página. Reflita sobre como suas ações e decisões podem ser percebidas pelos outros e como elas se alinham com sua filosofia de liderança pretendida. Essa introspecção pode ajudá-lo a identificar áreas de crescimento e desenvolvimento, o que é essencial para o avanço pessoal e profissional.

Engaging in reflective leadership means thoughtfully considering how your leadership style aligns with the evolving needs of your team and the future of work. It involves taking feedback seriously and using it as a catalyst for personal and professional growth. By reflecting on how your approach impacts flexibility, inclusivity, and continuous learning, you identify areas for improvement and adapt to better serve your team. This proactive reflection fosters a leadership style that is agile, empathetic, and responsive, ensuring you lead in a way that supports both current and future work dynamics.

Reflect Deeply 🧠 After hearing their feedback, take time to reflect on what was said. Consider how your leadership approach might be perceived and whether there are areas where you can improve. Self-reflection is key to personal growth and demonstrates to your team that you're willing to evolve for the betterment of the group.

Spend time understanding culture of the organisation, culture of team, culture of the geography if you have just joined the company. Conversely, if the team member is new, facilitate culture acclimatisation through other team members. When it comes to specific leadership style, build context and communicate your preferred style of workings, expectations and support you would offer as a leader. The latter is equally important as style of the leader infects the team and clarity on expectation, support and ways of working create ambivalent team climate. When team climate builds its own ritual, identity, success milestones they transition into culture building

The receipt of team feedback is a perfect for self reflection. Some things to consider: 1) Is most of the feedback negative or positive or a combination? If it's mostly negative, this is a signal that you need improve in an area. Find a course or a book or a mentor to help you. 2) Is a majority of the feedback talking about one area or many? If it's one area, it's time for professional development in that area. 3) Is a majority of the feedback based on personality differences between yours and a team member? As leaders, we make the necessary temporary adjustments for the good of the team. While it's important to consider all feedback, remember that some feedback may not be honest feedback and may be just a gripe session.

Embracing openness and transparency in leadership involves openly acknowledging team feedback and valuing it as an essential tool for growth. By sharing with your team that their input is crucial to the collective success, you set a foundation of trust. This approach ensures that feedback is not seen as criticism but as a constructive dialogue that enhances leadership and team dynamics. Openness fosters a culture of mutual respect, where everyone feels heard and valued, ultimately leading to stronger, more authentic leadership and a more cohesive team.

Open Dialogue 💬 Engage in an open and honest discussion with your team about their feedback. Share your reflections and ask for further clarification if needed. This dialogue should be a two-way street, where both you and your team members feel comfortable expressing thoughts and feelings. Addressing feedback openly fosters a culture of transparency and collaboration.

Co-creating a leadership development plan involves collaborating with your team to address feedback and identify specific actions for growth. This process empowers the team by involving them in shaping the plan, fostering a sense of ownership and shared responsibility. The plan should include clear steps for improvement, such as leadership coaching or new management techniques, along with measurable milestones. This collaborative approach not only enhances your leadership skills but also builds trust, aligning your development with the team’s needs and future goals.

Plan Together 📅 Work with your team to develop a plan that addresses the concerns raised. This might involve adjusting your leadership style, setting new team norms, or finding common ground on how to move forward. Collaborating on solutions ensures that everyone is invested in the changes and feels a sense of ownership in the process. By following these steps, you can turn challenging feedback into an opportunity for growth and strengthen the relationship between you and your team.

To address feedback on your leadership style effectively, start by acknowledging the input and requesting specific examples to understand their concerns. Collaborate with your team to develop a detailed action plan that addresses the issues raised. Schedule regular follow-ups to assess progress and make necessary adjustments

Start with small, visible adjustments to demonstrate your commitment to improvement. For instance, if your team feels micromanaged, give them more autonomy on projects to show trust in their abilities. Implementing changes isn’t about completely overhauling your leadership style; it’s about fine-tuning it to better align with your team’s needs. Think of it as adjusting the sails on a ship—you’re still heading in the same direction, just more efficiently. And hey, no one wants to be the captain of a ship where everyone’s rowing in different directions!

Acknowledge your team’s feedback with gratitude and ask for specific examples to understand the context. Collaborate on an action plan, schedule regular check-ins to monitor progress, and lead by example through visible changes. Celebrate improvements to foster a culture of continuous growth