You're struggling with team dynamics. How can you use feedback to enhance your leadership style?

J'écouterai attentivement et je montrerai que je suis réceptif et ouvert à la critique. Ensuite, je fixerai des objectifs et suivrai des formations pour améliorer les points faibles. Je ferai savoir à l'équipe les changements que je mets en place en réponse au feedback, puis j'évaluerai l'impact de ces changements sur la dynamique de l’équipe.

Emotional Intelligence (EI) is crucial for effective leadership. It involves recognizing and managing your own emotions, as well as understanding and influencing the emotions of others. By developing EI, you can create a more empathetic and supportive team environment. This helps in building trust and improving communication within the team. Enhancing your EI can lead to better conflict resolution and stronger relationships.

To improve your leadership style amidst challenging team dynamics, leverage feedback by actively seeking it from your team and analyzing it thoughtfully. Use their perspectives to pinpoint areas where adjustments are needed, such as in communication or decision-making processes. Implementing their suggestions shows that you value their input and are committed to positive change, which helps build trust and foster a more cohesive and motivated team. This approach not only enhances your leadership effectiveness but also contributes to a more collaborative and supportive work environment.

Using feedback effectively can significantly enhance your leadership. Regularly seek input from your team, showing you value their perspectives. Actively listen, ensuring feedback is constructive and focused on growth. Reflect on the feedback, identifying areas for improvement in your communication, decision-making, and support. Implement changes based on the insights gained, and be transparent about the process. This approach fosters trust, encourages collaboration, and demonstrates a commitment to continuous learning, ultimately strengthening team dynamics and your leadership style.

¿Tenemos claro qué es la retroalimentación? A menudo sucede que, en una reunión de equipo, se pide retroalimentación sin que, previamente, se hayan mostrado ejemplos de cómo hacerlo de modo correcto. Entender que es clave la horizontalidad y que no se trata de una crítica, ni tampoco centrarse en lo que "está mal", sino en identificar aquellos puntos fuertes y aquellas áreas de mejora que, de potenciarlas, impactarán todavía más en los "puntos fuertes".

Feedback é uma ferramenta de gestão muito eficaz quando bem utilizada. Ele serve para desenvolver a equipe e também o gestor. Vale ressaltar que antes de utilizar este recurso deve-se estar preparado, pautando todas as observações no âmbito profissional e nunca no pessoal. Ouvir atentamente todos os pontos abordados, fazer anotações também ajudam muito no acompanhamento das sugestões e criação de plano.de melhoria contínua

Algumas vezes ao buscarmos feedback fazemos de uma forma que induz uma resposta negativa e portanto nenhum feedback, mesmo que este não seja o sentimento prevalescente naquele momento. Em vez de perguntar a sua equipe se alguém gostaria de dar feedback, é útil fazer um exercício em grupo de forma que cada um responda o que pode de fato ser melhorado. Isso criará um efeito cascata e outros participantes se sentirão seguros para expor seus pontos de vista.

Actively seeking feedback from your team members shows that you value their opinions and are open to improvement. Encourage honest and constructive feedback by creating a safe and non-judgmental space. This can help you identify areas where you can enhance your leadership style. Regular feedback sessions can also foster a culture of continuous improvement. Remember, feedback is a two-way street, so be prepared to give and receive it.

I once coached a client, a senior executive, who was struggling with team dynamics. The first step we took was to have him seek feedback directly from his team. He was hesitant at first, fearing criticism, but I encouraged him to approach it with an open mind. The feedback revealed that his leadership style was perceived as distant, which was affecting morale. We worked together to interpret this feedback and adjust his approach—he became more visible, more engaged, and started holding regular one-on-ones. The shift in his leadership style led to a stronger, more connected team. Seeking feedback isn’t just about listening; it’s about being willing to adapt and grow.

Take time to reflect on the feedback you receive and assess your own behavior and actions. Honest self-reflection allows you to identify patterns and areas for growth. It’s important to be objective and not defensive when evaluating feedback. This process can help you gain insights into how your leadership style impacts your team. Use these insights to make informed decisions about changes you need to implement.

Analisar de forma racional, críticas ou sugestões requer uma IE, mas.esta é a habilidade que todo gestor precisa desenvolver. Afinal precisa-se ter a consciência de que sempre pode-se evoluir, sair da zona de conforto,fazer uma autoanálise avaliando o que de fato precisa e pode ser melhorado fará toda a diferença na liderança do time.

Selbstreflexion ist ein zentraler Bestandteil von EQ und entscheidend für persönliche und berufliche Entwicklung. Studien zeigen, dass Selbsterkenntnis—die Fähigkeit, die eigenen Emotionen zu verstehen und deren Auswirkungen auf andere zu erkennen—die Basis für effektive Führung bildet (Goleman, 1995). Wenn wir Feedback ehrlich und ohne Voreingenommenheit reflektieren, schaffen wir Raum für Wachstum und Verbesserung. Dies erfordert Mut, da wir unser Verhalten kritisch hinterfragen müssen, doch es ist unerlässlich, um unser Führungsverhalten zu optimieren und die Dynamik im Team positiv zu beeinflussen. Reflektierte Führung führt zu nachhaltigem Erfolg und mehr Führungswirksamkeit auf intrinsischer Ebene laut Motivationsforschung.

I coached a leader who was struggling with team cohesion. He often received feedback that felt surface-level, so I advised him to seek honesty from his team. We crafted an approach where he explicitly invited candid, constructive feedback in a safe space. This shift encouraged his team to speak openly about their concerns and challenges. The honesty he received was eye-opening—he discovered underlying issues that had been holding the team back. Together, we addressed these issues head-on, leading to improved trust and stronger collaboration. Seeking honesty isn’t just about hearing the truth; it’s about creating an environment where the truth can be shared.

Según mi experiencia en el ámbito organizacional, fomentar buenas prácticas de transparencia no solo es pertinente cuando se dan situaciones que requieren intervención, sino que debe trabajarse en favor de una cultura de comunicación abierta desde el inicio.

Once you’ve identified areas for improvement, communicate the changes you plan to make to your team. Transparency is key to building trust and showing that you are committed to growth. Explain the reasons behind the changes and how they will benefit the team. This can help in gaining their support and cooperation. Regularly update your team on your progress and be open to further feedback.

Take time to reflect on the feedback you received, considering both positive and constructive criticism. Hold a team meeting or send a message to communicate the feedback you received and your reflections on it. Clearly explain the changes you plan to make, why they are important, and how they will benefit the team. Thank your team for their honest feedback and emphasize how much you value their input. Highlight the role their feedback plays in helping you grow as a leader and improving the team dynamic. Invite your team to continue providing feedback as you implement changes. Make it clear that their input is essential for continuous improvement.

Put the feedback and reflections into action by making the necessary adjustments to your leadership style. This might involve changing your approach to communication, decision-making, or conflict resolution. Be patient and give yourself time to adapt to these changes. Monitor the impact of these adjustments on your team dynamics. Continuous improvement is essential, so be ready to make further changes as needed.

To sustain the positive changes, it’s important to maintain momentum and keep the feedback loop active. Regularly check in with your team to ensure that the adjustments are having the desired effect. Celebrate successes and acknowledge the progress made. Stay committed to your personal and professional growth. By consistently seeking and acting on feedback, you can continue to enhance your leadership style and improve team dynamics.

Set up regular check-ins or feedback sessions to track progress and adjust as needed. Acknowledge and celebrate the positive impact of the changes on the team. Recognize individuals who contributed to the process and highlight improvements in team dynamics. Continuously reflect on the effectiveness of the changes and be open to making further adjustments based on ongoing feedback. Encourage a team culture where everyone feels empowered to share their ideas for improvement.