How can you provide actionable feedback to leaders?

Feedback is a crucial tool for developing and improving the performance of leaders. However, giving feedback to leaders can be challenging, as they may have different expectations, preferences, and reactions than other employees. How can you provide actionable feedback to leaders that helps them grow and achieve their goals? Here are some tips to follow.

1 Know your purpose

Before you give feedback to a leader, you need to have a clear purpose and objective. What are you trying to accomplish with your feedback? What are the specific behaviors or outcomes you want to address? How will your feedback align with the leader's goals, values, and vision? Having a clear purpose will help you focus your feedback on the most relevant and impactful aspects, and avoid being vague, irrelevant, or personal.

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Syed Hamid Husain, BSc, PMP

Director Capital Planning Buildings, Coca-Cola Canada Bottling Limited
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The person providing feedback, must know the intent of the feedback to focus accordingly. Effective feedback, is by quoting specific events, behaviors, and comments that you have experienced with the subject. Following factors need to be in place. • Feedback provider should know in advance, to be able to note down specific events, behaviors and comments of the leader which can then be brought up at the time of providing feedback. These are then discussed to agree on more effective ways to manage the same situation. • Provide reference of other leaders in the organization to observe as a role model. • The leader needs to be open to accept and embrace the feedback, be a good listener, and not get into defensive mode as a default.

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Shweta Vora

Leading Zillionite - Strategic Educator
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Who bosses the boss? That is where a leadership trainer comes to fill the gaps. Feedback is constant evaluation and reflection which is the key to become a better leaders. The feedback is to achieve the vision and strongly aligned with values.

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Abdi Mohammed Abdella

Corporate General Manager at Maleda Foam & Plastic Factory, GM at Procare Pharmaceuticals PLC and Board Chairman at Prize Trading Share Company
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Feedback is one of the important tool in management as it helps performance evaluation and progress report against plan. First, a leader is a true leader if he/she has a place for feedback both in the heart and on the note book. Hence, it is very important for a leader to have clear understanding and benefits of feedback. Second, a leader must understand that goals and visions become less attractive without taking continuous feedback from everyone. Therefore, actionable feedback can be given to a leader, 1. if there is good working environment or communication lines are open and attractive 2. expectations are clearly drawn 3. if institutionalizing goals and visions become easy

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Dean Williams

Be significant
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When doing this it is very important to define the issue and give specific, non accusatory feedback. When giving feedback to your boss you should make it "our problem" not "your problem".

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2 Choose the right time and place

Timing and setting are important factors for effective feedback. You want to give feedback as soon as possible after the behavior or outcome you want to address, but not when the leader is busy, stressed, or distracted. You also want to choose a private and comfortable place, where you can have a constructive and respectful conversation, and avoid interruptions or distractions. If you are giving feedback remotely, make sure you use a reliable and secure communication channel, and schedule a convenient time for both of you.

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Balasubramanian P.

Founder and CEO, ACCIS - Air Cargo Consultancy International Services, ex Air India and Emirates
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Despite having a clear purpose, often, regional and cultural factors play a huge role in not going through the exercise for several reasons, almost all of them impeding the professionalism in the organization.

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3 Use the SBI model

The SBI model is a simple and useful framework for giving feedback. It stands for Situation, Behavior, and Impact. You start by describing the specific situation where you observed the behavior or outcome you want to address. Then, you describe the behavior or outcome itself, using facts and evidence, not opinions or judgments. Finally, you explain the impact of the behavior or outcome, on yourself, the leader, the team, the organization, or the customers. The SBI model helps you structure your feedback in a clear, objective, and concise way, and avoid ambiguity or confusion.

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Balasubramanian P.

Founder and CEO, ACCIS - Air Cargo Consultancy International Services, ex Air India and Emirates
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This is a big sensitive area where often, lack of awareness of subtle factors could lead to disaster. Creation of mutual trust works as a strong factor for the feedback to be effective when given to leaders.

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4 Provide positive and negative feedback

Feedback should not be only about pointing out the weaknesses or mistakes of the leader, but also about recognizing and reinforcing their strengths and achievements. Providing positive feedback can help you build trust and rapport with the leader, motivate them to continue doing well, and balance out the negative feedback. However, positive feedback should be specific, sincere, and timely, not generic, exaggerated, or delayed. Negative feedback should be constructive, not destructive. It should focus on the behavior or outcome, not the person or their intentions. It should also include suggestions or recommendations for improvement, not just criticism or complaints.

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5 Encourage dialogue and action

Feedback should not be a one-way communication, but a two-way conversation. You should invite the leader to share their perspective, feelings, and concerns about the feedback. You should listen actively and empathetically, and acknowledge their point of view. You should also ask open-ended questions that help them reflect on their behavior or outcome, and identify their own areas of improvement. Moreover, you should encourage the leader to take action based on the feedback. You should help them set SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound), and offer your support and resources. You should also follow up with them regularly, and monitor their progress and results.

Giving feedback to leaders can be a rewarding and beneficial experience for both you and the leader, if you follow these tips. Feedback can help leaders enhance their skills, performance, and impact, and also strengthen your relationship and collaboration with them.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you provide actionable feedback to leaders?

1

2

3

4

5

6

1 Know your purpose

2 Choose the right time and place

3 Use the SBI model

4 Provide positive and negative feedback

5 Encourage dialogue and action

6 Here’s what else to consider

Training

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How can you provide actionable feedback to leaders?

1

2

3

4

5

6

1 Know your purpose

2 Choose the right time and place

3 Use the SBI model

4 Provide positive and negative feedback

5 Encourage dialogue and action

6 Here’s what else to consider

Training

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