How do you learn from and adapt to feedback and changing circumstances when leading positive change?

To master change, embrace feedback like it’s gold—bigly important! Always ask, “What can be done better?” Treat each piece of feedback as a golden opportunity to refine your strategy and sharpen your skills. This isn’t just smart; it’s crucial for adapting and thriving in ever-evolving environments. Keep your response to feedback positive and proactive. Show you’re huge on learning and winning, ensuring every step you take is a giant leap towards unparalleled success. Remember, feedback is the breakfast of champions. Embrace it, learn from it, and use it to lead change effectively.

Embracing feedback is pivotal for personal growth. Instead of traditional feedback, a Personal Improvement Plan (PIP) can be transformative. It’s a proactive approach, focusing on self-assessment and continuous learning. Here’s how to implement it: Self-Evaluation: Regularly assess your skills and goals. Identify areas for improvement and set clear, achievable objectives. Actionable Steps: Develop a plan with specific actions to address feedback. Could you monitor progress and adjust as needed? Reflect & Adapt: Reflect on the feedback and your responses. Be willing to pivot and embrace change for better outcomes. A PIP empowers you to own your development journey, making feedback a stepping stone to excellence.

Leading positive change requires learning from criticism and adapting to changing circumstances. Here's how. Embrace Agile Thinking: Develop a mindset that welcomes change, seizes opportunities, and adapts to new circumstances. Deliberate Calm: Overcome the adaptation conundrum by actively looking for fresh answers. Improve learning agility, emotional self-regulation, and dual awareness. Adaptive Leadership: Actively mobilise your team to address difficult issues and handle uncertainty. Listen actively: Pay attention to feedback, recognise it, and utilise emotional intelligence to respond appropriately. Remember that continual learning and adaptation are essential for effective leadership in a rapidly changing environment.

Aqui na Multiplike, adotamos uma política de feedback e recomendações constantes. E acredito que temos acertado nisso. Conseguimos ajustar procedimentos mais rapidamente, resolver conflitos com maior agilidade e tudo isso sem prejudicar qualquer parte, seja cliente ou colaborador. Mantendo essa prática diária, as pessoas compreendem que o feedback é para promover melhorias e não para criticar, o que já está enraizado em nossa cultura. Além disso, incentivamos os colaboradores a analisarem os processos e sugerirem melhorias, pois sabem que o feedback recebido é para implementar mudanças significativas e positivas com base nele.

Experimenting and iterating enables learning from real-world feedback. Leaders and managers can test new approaches, gather team input, and refine strategies to drive positive change.

Während Flexibilität und Anpassungsfähigkeit wichtige Eigenschaften sind, kann eine zu starke Betonung davon zu Kurzsichtigkeit und Vernachlässigung langfristiger Ziele führen. Eine handlungsorientierte Frage könnte sein: "Balancieren wir effektiv zwischen kurzfristiger Anpassungsfähigkeit und langfristiger Vision?"

It’s a given that not every new discovery or initiative will simply work out successfully. Yet most of us still behave as though we will only do something if we know with certainty that it will result in real benefits. It pays to experiment and iterate with the goal of learning as quickly as possible which idea or strategy should move forward and which should not. And the best methods all involve getting it out to the intended audience or customers to deepen our understanding of actual needs.

As I navigate the path of leading positive change, I've learned the importance of experimentation and iteration. It's essential to adopt a design thinking approach, where I start by empathising with service users, defining the problem at hand, brainstorming potential solutions, and then moving on to prototyping and testing these ideas. Feedback is crucial in this process, allowing me to refine and improve. I also focus on setting clear, measurable goals, ensuring I can track progress and gauge impact effectively. This approach not only fosters continual improvement but also creates a culture of learning and growth within any organisation.

To adapt effectively: 1) Actively seek diverse feedback regularly, 2) use agile methodologies to implement changes swiftly, 3) evaluate impacts continuously, and 4) encourage a culture of open communication and resilience. As simple as that:))

The journey to driving positive impact is usually bump and rarely smooth sailing. It’s important to have this mindset ready as a leader to adjust, adapt and re-calibrate along the way. When I worked in Alibaba, one of the motivational quotes which often guided me when faced with change and challenges was “Today is cruel, tomorrow is more cruel, yet the day after tomorrow will be beautiful. But most people don’t have the tenacity to last till then”. It’s important to stay agile and anticipate this bumpy road ahead - mental strength is key!

In my experience, the key to learning from feedback and adapting to change is staying proactive. Leaders who anticipate challenges and actively seek feedback are better equipped to adjust their strategies quickly. It's all about building adaptability into your leadership style—this not only helps you respond to changes as they happen but also prepares you for future challenges. Turning feedback into a tool for positive change is crucial for maintaining resilience, both personally and organizationally, amidst ongoing changes.

Always anticipate change. Leading positive change is often challenging and unpredictable. Therefore, it is crucial to equip yourself with the necessary tools to navigate obstacles. One effective tool is the ability to unlearn. Unlearning allows you to break free from outdated patterns, making you more flexible and adaptable, which are essential qualities for managing rapidly changing situations.

Nachhaltigkeit und langfristiges Denken sind nicht nur für das Ökosystem wichtig, sondern auch für die Resilienz von Organisationen. Führungskräfte sollten regelmässig ihre Entscheidungen daraufhin überprüfen, wie diese die zukünftigen Generationen beeinflussen. Ein Reflexionsimpuls könnte sein: "Wie wird das, was wir heute tun, in zehn Jahren unsere Organisation und die Gesellschaft beeinflussen?"

Change is inevitable, and it can bring both opportunities and challenges for employees. Anticipate and adapt to changing circumstances by staying informed, flexible, and agile. Identify the potential risks and opportunities of the change, and adjust your actions and behaviors accordingly.

“In-the-moment feedback” is a powerful tool for leading positive change. It fosters transparency, respect, and support, building trust and rapport. It leverages team diversity and strengths, encouraging participation and creativity. We co-create value and impact by aligning goals, coordinating actions, and delivering outcomes. Leveraging the diversity and strengths of the team is about recognizing and valuing the unique contributions of each team member. Encouraging participation and creativity allows for a wider range of ideas and solutions, leading to better decision-making and problem-solving. Remember, feedback is a gift that helps us grow and improve together.

It's important to collaborate and co-create. We engage with our customers, community, and industry experts to gather insights that drive our product development and business strategies. This feedback loop is integral to our process, ensuring that we remain responsive and proactive in our approach.

Positive change thrives on collaboration. It's about working alongside those who share your vision. Building trust is key - be transparent, respectful, and supportive. Embrace the power of diversity! Encourage participation, spark creativity, and distribute roles based on each person's strengths. Ultimately, success hinges on creating value together. Align goals, coordinate actions, and deliver impactful results - that's the magic of collaboration.

Change is a collective effort, and it requires collaboration and co-creation with various stakeholders, such as managers, peers, and clients. Collaborate and co-create with others to leverage their expertise, experience, and perspectives, and build trust and collaboration.

Resistance to change often comes from the feeling that the change is being forced upon them. An effective change agent engages employees and other stakeholders early in the process. Leaders and change agents can’t have all the solutions. They need to leverage others to design and decide on the change. This doesn’t eliminate all the resistance, but can go a long way to successfully moving people through the change.

- 🧠 Practice self-awareness by monitoring your emotions, thoughts, and behaviors to understand their impact on your leadership. - 🏋️♂️ Prioritize self-care to maintain your physical and mental health, ensuring you can lead effectively. - 📚 Seek continuous learning opportunities through reading, attending courses, and engaging with communities of practice. - 🎓 Find mentors or coaches who can provide guidance and new perspectives on your leadership journey. - 🌟 Share your experiences and insights to inspire others, highlighting both achievements and challenges to foster a growth mindset.

Reflect and grow by organising “reflection circles” where team members discuss recent changes, share what they’ve learned, and identify areas for improvement. Encourage honest dialogue and celebrate lessons learned, turning every experience into a growth opportunity. This fosters a culture of continuous improvement and resilience.

Learning and improving from feedback and evaluation during change is not only about receiving them, but also about reflecting on them objectively and critically. Reflect on the feedback and evaluation, identify the key messages, themes, and patterns, and determine what they mean for your performance, development, and well-being. Recognize your achievements and successes, and celebrate them. Also, identify your gaps and challenges, and acknowledge them.

When receiving feedback that is more negative or critical in tone, it's important to separate yourself from any emotions that come up. What we do (especially what we do wrong) is not equal to who we are. Making mistakes isn't a reflection of you as a person - it's a reflection of this one effort. Separating ourselves from the feedback is an important step in reducing the emotional charge around the feedback, thereby increasing your ability to look at things more objectively.

As a leader, you can set the tone and culture for learning and adapting to feedback and changing circumstances. Lead by example by embracing feedback, experimenting and iterating, anticipating and adapting, collaborating and co-creating, and reflecting and growing. Encourage and empower others to do the same, and create a safe and supportive environment for learning and improvement.

Leading by example fosters trust and sets up a culture of adaptability and openness. Demonstrating these qualities inspires your team to embrace change and improvement.

Positive change tends to start out feeling somewhat scary. There is no guarantee that the road ahead will be smooth. This alone calls for great leadership. Leading by example under change scenarios is critical for building trust in transparent decision making, showing compassion & understanding of existing anxieties, providing stability when guiding the ship towards set goals and inspiring hope through articulating a clear, positive vision.

Leads by example is the only way to bring in a culture of change and adaptability. If you want to bring in any change, start from you.

Lead by example by sharing your own “learning journey” transparently. Regularly update your team on how you’re applying feedback, overcoming challenges, and adapting strategies. Demonstrating vulnerability and growth shows that it’s not only acceptable but encouraged to embrace change and learn from experiences.