How can leaders improve their emotional intelligence with feedback?

Feedback is at the core of growth - if you want to develop a growth mindset the very first thing to do is to ensure you are able to take feedback. To take it in and constructively work with it. When you are able to do that you can get full benefit out of coaches - something that is still too rarely used in the corporate world. There has never been a top athlete who didnt have a coach - but for some reason we dont apply it in the same way in the corporate world. Same is sad - it would give us so much better leaders if we started with acknowledging that we need constant feedback to continue to improve our performance!

Feedback is part of an essential continuous improvement loop. How this feedback is received, interpreted and acted upon will have bearing on a leaders self reflection and personal development. For a leader it is important to keep an open mind and balance of critical feedback in order to decide and act and correct his/her behaviour accordingly.

Life is a journey of continual development, nothing is more rewarding/valuable than receiving feedback from others that do not look through your lens. Other perspectives can sharpen and shape how you act and add to your quiver of emotional and social acumen. Importantly though is to ensure that you listen and hear what is said, spend more time listening and less speaking. Feedback is critical to building the foundations of your EI and should be encouraged at all levels.

Emotional intelligence is your ability view your thoughts, feelings, and emotions from an outside or unbias perspective. Unbiased Feedback gives you an outside perspective. You can then use the feedback to become more conscious of your unconscious behaviors.

Feedback is pivotal in professional settings, serving as a key to sharpening emotional intelligence and enriching team dynamics. It transcends personal growth, fostering a resilient, innovative culture where challenges become opportunities. Embracing feedback is essential in shaping careers and enhancing team effectiveness. A feedback-driven environment is crucial for organizational success, promoting continuous improvement and adaptability in the ever-evolving business landscape.

It is important to shift your perspective on what feedback is, & consider who the feedback is coming from. This involves scheduling regular feedback checkpoints with your team to discuss emotional aspects of leadership. Use specific feedback to identify & work on emotional triggers that may affect your leadership style. Incorporate peer coaching sessions for mutual development of emotional intelligence. Participate in empathy-building activities, like volunteering, to understand diverse perspectives. Apply techniques from cognitive-behavioral therapy to reframe and manage emotional responses. Explore case studies in leadership emotional intelligence, applying insights to your context. Be open to feedback - it keeps you honest & humble.

You can get feedback to grow your EI by tapping into your existing network, such as mentors, clients, business partners, etc. Receiving feedback about not only your work product or outcomes, but also your interpersonal skills. This can enhance your ability to monitor and improve your self & relationship management, and social awareness for instance.

Seeking feedback for emotional intelligence (EI) demands courage, curiosity, and openness. It involves soliciting varied perspectives from peers, managers, and mentors. Crucially, applying this feedback to enhance areas such as self-awareness and relationship management is key. Embracing feedback non-defensively not only advances your EI but also models growth and adaptability, influencing your team and organization. Use feedback as a transformative tool for leadership and continuous development.

Some ways to get started: • be open to coaching and constructive feedback which can help you grow and become well-respected • observe others who are already in leadership roles • be observant and able to recognize whether a potential mentor recognizes your potential and demonstrates willingness to offer guidance.

Embracing vulnerability is crucial. Engaging in open conversations, actively seeking diverse perspectives, and creating a safe space for candid feedback fosters an environment ripe for emotional growth. It's about genuinely listening to others' perceptions and using their insights to better understand oneself.

When providing feedback on emotional intelligence, it's crucial to select a private and tranquil environment, ensuring the discussion is free from distractions. Adopt a neutral tone, focusing on behaviors rather than personal attributes, to maintain a professional and respectful approach. Start by recognizing the recipient's strengths and achievements, setting a positive tone for the feedback session.

Leaders can leverage Emotional Intelligence (EI) when providing feedback by being aware of their own emotions and recognizing the emotions of those they are addressing. They should approach feedback with empathy, showing understanding and consideration for the recipient's feelings. Using constructive language, offering specific examples, and focusing on solutions can contribute to a more emotionally intelligent feedback process.

Feedback should be a gift wrapped in empathy. Delivering it with sincerity, focusing on behavior rather than personality, and framing it constructively promotes trust and respect. It's about fostering growth rather than critique, ensuring that it uplifts and motivates the recipient.

Está clara la explicación dada en el texto. De pronto falta algo de expresión corporal, como hacerlo de lado en lugar que hacerlo de frente.

This is a great from Ben Meer for employees "managing up". 4 steps: 1 - Here's what I asked you to do (reminder/ recap) 2 - Here's what I noticed (non-judgemental observation) 3 - Here are the consequences and impacts on the team (context setting) 4 - This is what I expect from now on (clarity on expectations going forward)

In my experience, you have to listen. Don’t respond, at least initially. Listen. When you feel like you want to explain, defend, or argue, don’t. Remain silent. I had to get familiar with feeling upset, defensive, and angry before I was able to start replying in emotionally intelligent ways.

In my experience processing feedback for EI requires pausing to reflect and answer some of the questions e.g. how often have you gotten this feedback directly or indirectly. E.g, if you are getting feedback that you don’t listen on a regular basis, it’s more clear and actionable. But if this is the first time you are receiving this feedback, try to think about your personal frame of mind at that time and the feedback giver’s personality and style as well. Other common scenario is that you have gotten feedback a few times but you don’t really get why you are getting this feedback when Jane does the exact same thing and she does not. In those scenarios it’s helpful to discuss with someone you trust and unpack the feedback a bit more.

After a day or so, try to journal about the feedback. This helps to process the feedback and analyze ways to improve. Remember that feedback is a gift and assume positive intent. While the initial moments after receiving feedback can feel intensely emotional, take some deep breaths and give yourself a day or so for the initial emotions to subside.

It's a dance between reflection and action. Processing feedback involves introspection, acknowledging emotions that arise, and dissecting the core message. It's about discerning what resonates, adapting strategies, and committing to continuous improvement.

Si está acordado desde el comienzo, con las especificaciones mencionadas de retroalimentación, habría facilidad en la asimilación de la retroalimentación.

In my experience, how we receive feedback very much depends on who is providing it and whether we respect and trust that individual. If trust is lacking and feedback feels ‘off’ ensure to get different perspectives so you are not clouded with just one viewpoint.

For me feedback challenges can be overcome from using empathy and also furthering your own education. Using empathy you can normally build a bridge in understanding what is going on behind the scenes for a team member. Ask yourself the question, “is this normal for them?” and if not ask them if everything is okay and be open to the response. One of the best courses I ever did was a Mental Health First Aid course. It taught me a lot of about the most common mental health issues we all go through as humans. Using this it allowed to see more of what goes on behind the lens of our team members to work through feedback both ways. End of the day we are all humans and the more we can work together on issues the outcome for all.

Obtaining feedback is vital but remember not all feedback is created equal. Seek out trusted advisers and those who give honest advice. The more you receive feedback the better you’ll be at filtering. Beware of your own biases as well; just because you don’t like it doesn’t mean it’s bad feedback.

It's valuable to listen to feedback openly, without judgment, and always considering continuous improvement. When you're open to it, you truly grow from feedback.

Embracing a growth mindset is pivotal. Challenges often stem from discomfort or fear, but viewing feedback as a pathway to growth shifts the narrative. Creating a culture where feedback is normalized and seen as developmental rather than punitive mitigates resistance.

Necessity to improve is curiosity. One should be curious listening to feedbacks. That is, a feedback raised shows that something is not going as intended, a wise leader tries to seez the oppurtunity to dig the problem and figure out personal vulnerabilities. Besides, certainty is a dangerous charactristic that most leaders try to show. A leader should always be spectucal about their beleifs and only theb they can truly listen to feedback and use them to grow.

Empathy: Understand and share the feelings of team members. Acknowledge the emotional impact of feedback. Self-Awareness: Recognize personal emotions and avoid biases in feedback. Ensure constructive feedback without interference from personal emotions. Social Skills: Adapt communication style to suit the needs of team members. Convey feedback clearly, respectfully, and positively. Conflict Resolution: Address conflicts calmly and rationally. Focus on solutions rather than exacerbating emotions. Adaptability: Adapt feedback approach based on the situation and individual. Foster an environment that embraces change and growth.

Leaders can enhance their emotional intelligence by actively seeking and valuing feedback. They should encourage open communication, be receptive to constructive criticism, and use feedback as a tool for self-awareness and growth. Additionally, practicing empathy, recognizing emotions in others, and continuously reflecting on their own emotional responses can contribute to improving emotional intelligence.

EI is cruical & helps leaders to build trust, motivate & influence their teams, cope with stress & change. Leaders can improve their EI by seeking feedback which can identify strengths & weaknesses. Feedback can help leaders understand how they are percieved & how their emotions & actions affect others. Ask for feedback & listen with an open mind. Don't take feedback personally or defensively, see it as an opportunity to learn & grow. Reflect & act on it, don't ignore or dismiss it, take time to process & evaluate its validity & relevance. Identify the key points & themes, compare with your own self-assessment. Address the feedback & set specific and realistic goals. Monitor your progress & seek feedback again to measure your improvement.

Empathy, in my opinion, is crucial for leaders to boost emotional intelligence. This means active listening, open-ended questions, and genuine concern for team members. Recognizing emotions in others through non-verbal cues and body language helps leaders comprehend the team's emotional dynamics, fostering a supportive work environment. Adapting communication styles based on feedback is vital.