Sharing The Knowledge

Globally With Everyone.

Leadership and Feedback

Rajat Garg 

- Jul 20th 2020

comment-icon

0

This blog is authored by Ekta Bhardwaj
Giving feedback is an integral aspect of the leadership role and majority of the leaders fail miserably in it as I have experienced over the years in my career; thus, derailing people from their growth path and not helping them achieve their full potential.
Often leaders are seen struggling to help their team members develop and grow. Providing genuine feedback plays a very powerful role here. I have observed leaders being in an uncomfortable spot when it comes to giving a tough feedback. So, either they try and avoid confronting this situation of giving tough feedback or give the feedback in such an indirect manner that it is completely ineffective. In both the situations, the leader doesn’t help the individual grow. The lack of effective feedback creates a blind spot for an individual which keeps on growing with time and the individual is left far behind in his/her growth trajectory. I have seen many such cases where the individuals were derailed in their career due to such blind spots. But when given a direct yet constructive feedback, quickly course corrected and performed better than expected.
On the other hand, some leaders are apathetic and go overboard in being direct and end up devastating the individual with their feedback. Even in this case the leader doesn’t help the individual grow. I know many such cases as well wherein such a feedback further lowered the performance of individuals rather than help them do better.
Help people grow and develop is the primary responsibility of a Leader and knowing the art of giving feedback is paramount here; striking the right balance between being direct and open v/s adopting a developmental and constructive approach.
If you are entering a feedback session soon, here are some quick check points for you:

  1. Is the Individual willing and open to receiving the feedback?
  2. Is the feedback being given timely so as it remains relevant? Individual will not relate to something that happened many months back which is hard to recall.
  3. Is the meeting time rightly divided between discussing strong as well as development areas as per the individual need? For example, if the individual has more developmental needs than strengths then more time needs to be spent talking directly about development areas.
  4. Have you made sure that what you communicated is precisely what the individual has understood?
  5. Is the individual given an opportunity to think and recommend herself about the corrective actions that she needs to take?
  6. Does the individual look energized and motivated at the end of feedback session?

About The Author

  • Ekta Bhardwaj is an HR professional with around 18 years of Corporate experience in the HR World. She currently heads HR for Nissan Motor India Pvt. Ltd. An enthusiast learner with a strong passion to help people grow and develop, she is currently exploring the world of Coaching to further enhance her capability in this domain.

Rajat Garg

Rajat is a Master Certified Coach (MCC) with over 18 years of industry experience and over 2500 hours of coaching experience, helping people and organizations attain maximum effectiveness. His background includes working with CXOs, senior managers, managers and board of directors of small private companies to multi-billion dollar publicly traded organizations.

Leave a Reply

Your email address will not be published. Required fields are marked *

Recent Blogs

The Journey to the Centre of my Being

7-year-old me: What should I draw? 10-year-old elder brother: What would you like to draw? Me, hoping I will get some ideas: I don’t know. You tell me na? Bro (absolutely unperturbed): But how can I tell you what to draw when it is you who wants to draw? Me (sighing): Arggggg!! This is how … Continue reading "The Journey to the Centre of my Being"

How do Teens benefit from Coaching?

Are you the parent of a teenager? Do you find it increasingly difficult to talk to them? All the mood swings, the sulky looks, the “I’m fine” and “Whatever!” No matter how hard you try you just can’t seem to understand him or her? Parents want their teenagers to be confident and happy. To be … Continue reading "How do Teens benefit from Coaching?"

Uncomfortably Excited ??? Growth and Emotions

I have trained … I have learnt new skills … I have practiced these skills under different environments … I am ready.. Let me tell you my journey of learning to drive… I was 14 years old. My Dad was catching an afternoon nap and his car was parked in the garage. Over the years … Continue reading "Uncomfortably Excited ??? Growth and Emotions"

Am I really me?? – Self Leadership

Close to four decades in corporate life,  I have seen a lot of effort in ‘Behavioral Change’. This is very one dimensional and I knew I had to go deeper than Behavior to really start making lasting Behavioral Change. Below is a snapshot of my research and my reality. “Leadership is a choice, not a … Continue reading "Am I really me?? – Self Leadership"

Hence…..People Will Never Forget How You Made Them Feel"

A very famous quote by Maya Angelou “ People will forget what you said, People will forget what you did, but people will never forget how you made them feel. While I decided to enroll CTT while I started my journey, I understood the deeper meaning on how our mind thinks, works and speaks. Various … Continue reading "Hence…..People Will Never Forget How You Made Them Feel""

Creativity is born for Curiosity

It was on a fine day on Jan 2020, It was very accidently that I came across a mail and somehow my curiosity took me to explore the website. I talked to the respective person and was not sure about if for 4 months and just thinking. While I was busy with my routine jobs … Continue reading "Creativity is born for Curiosity"