The Nischwitz Group’s Post

Do people around you tell you that they experience you as harsh or overly harsh?   Do you feel like people can’t handle your feedback because you’re “too direct?”   Do you find yourself saying that people just don’t like directness?   Daily Shake Up No. 978 invites an inquiry into the differences between being direct and being harsh. Direct is not harsh, but the style of directness and the content of directness can absolutely be harsh or even shaming. We generally don’t do well with so-called constructive feedback because it’s often not actually constructive. Most feedback is judgments of the other person rather than healthy perspectives to help them learn and grow, which is the point of leadership. Growing your people. If you see yourself as simply direct, I invite you to look in the mirror and reassess whether you’re only direct or if, instead, you’re actually harsh, demeaning and shaming. Direct is good leadership – harsh, demeaning and shaming is no leadership. #SnowGlobeLeadership #NischwitzGroup #SnowGlobeLiving #Leadership #Feedback #Direct

Feedback is NOT one direction. It's crucial in coaching and enhancing your team to provide feedback to those you work with and manage. As a leader, embracing feedback from your team, colleagues, and superiors is essential for continual improvement in your role. Constructive criticism, even if it's challenging, should not intimidate leaders. Embracing feedback on how to enhance your leadership and personal skills is key to growth. Seeking feedback, reflecting on it, and striving for positive change are fundamental practices for all. While not all feedback may be entirely accurate, being open to receiving it without the need for justification is vital. Accepting feedback, even when it may not align with your perspective, is a valuable approach to growth and development. Remaining receptive to feedback from various sources and refraining from dismissing it based on personal biases or preconceptions is key to personal and professional advancement. #leadership #feedback #beopen #observations #acceptinghelp

Being courageous can suck. A leadership group I was working with recently were lamenting the fact that giving people feedback is hard. Hard on the person receiving the feedback but also hard on you as the giver of the feedback. Yup, it sucks to be the leader. The reality is that providing someone with constructive feedback, no matter how you dress it up, is difficult and requires you to have some courage. It’s a much easier route to ignore the problem behaviour and leave it for someone else to deal with. We’ve all encountered ‘that person’ who everyone shuffles around and who has never been given straight up feedback. Here’s the thing, you’re not being ‘nice’ when you don’t help people grow. It’s cruel to let someone continually show up and fail. Leadership is about having the courage to lean in and speak the truth...no matter how uncomfortable it might feel – to the receiver and to you as the giver of the feedback. #Feedback #Leadership #Growth #CareerCoach

Let's be honest: feedback sometimes stings. Especially when it's constructive criticism you weren't exactly hoping for. Truth is: Receiving feedback is just as crucial for leaders as giving it. We spend a lot of time focused on delivering feedback to our teams, but growth is a two-way street. When we shut ourselves off to receiving feedback, we miss a valuable opportunity to identify blind spots, boost innovation, and strengthen relationships. Seek feedback just as much as you give it. Your team will be healthier for it. #leadership #feedback #motivation #innovation #relationships #workplace

Great leaders don't just hear; they listen, absorb, and respond with intention. When feedback comes knocking, great leaders resist the urge to be defensive or play the victim. Instead, they view it as a valuable opportunity for growth. After all, you wouldn't be receiving feedback if your personal and professional development weren't significant. 🌱 So, you get hit with unexpected feedback – happens to the best of us, right? Here's the deal: instead of stressing about the timing, flip the script and dig for the gold. Throw out questions like: "What's the game plan once I've got this info?" or "How do you see me weaving this feedback into our current projects?" 🤔💡 Understand that feedback is not just a checkpoint; it's the heartbeat of your leadership journey. Embrace it as a core element of continuous learning. The more you listen, the more you learn, and the higher your leadership soars! 🚀💡 Leadership is not just about authority; it's about fostering meaningful connections and growth. Be the leader who listens, asks questions, and thrives on the journey of constant improvement. 🌐🤝 #Leadership #Connections #LeadershipDevelopment #LeadershipChallenge #TheLeadershipChallenge ##Feedback #Learning #Listening

How do I know if I'm serving people well? 🤔 Feedback is key to understanding how well we are serving others. It’s not enough to assume we’re doing a great job—we must ask the right questions and be open to honest answers. 🗣️ If we don't create an environment where feedback is welcomed, people may hesitate to be truthful. As leaders, we need to: ✅ Encourage open feedback ✅ Show we’re willing to apply that feedback to serve others better Here’s a practical tip: Use your one-on-ones to ask for feedback, and be ready to put it into practice. You could also try: 📊 Anonymous surveys for honest responses 🔄 360-degree feedback for a full picture of how well you’re leading Ultimately, it’s up to the leader to create a culture where feedback is not just accepted, but valued, and then put into action. 💡 This is an excerpt from 'The Heart of Leadership - Serving People', taken from Developing the Leader Within You 2.0 by John C. Maxwell. 📘 #Leadership #Feedback #ServantLeadership

She felt cornered and threatened. In my head I was clueless. I had given feedback to one of my team members. Super logical. Helped her understand why it matters BUT still She felt cornered and threatened. Finally learned the hard lesson. Feedback is powerful—when done right. As leaders, we often believe: “If it’s for their good, they’ll know how to take it.” But that’s where we get it wrong. Every team member is different. Some need encouragement. Others prefer direct critique. And it’s not their job to adapt. It’s yours. Feedback isn’t about delivering words. It’s about delivering impact. If it demotivates or leaves them confused, the feedback hasn’t failed—they haven’t failed. You have. Leadership isn’t about sitting on a high horse. It’s about meeting people where they are, understanding how they process, and adapting your approach. Because in the end, it’s not what you said that matters. It’s what they heard—and how it helps them grow. Great feedback doesn’t just inform. It transforms. Image thoughts - Get down from your high horse. Deep, right? :P #Leadership #Feedback #Teamwork

Embracing Feedback: Building a Culture of Growth 🌱 Feedback is a gift. 🎁 Whether positive or negative, it’s an opportunity for growth. 🌱 As leaders, we must create a safe space for our teams to share their honest thoughts. 💭 Let’s focus on the “meat” of the feedback – the valuable insights – and “spit out the bones” – the irrelevant or harmful comments. 🎯 By listening, learning, and implementing, we empower ourselves and our teams to reach their full potential. 💪 Overall, this approach values feedback and fosters a culture of open communication and continuous improvement within our teams.🤝 #leadership #feedback #growth #development #teamwork

How open are you to feedback?   What factors determine your openness to feedback?   Do you sometimes say that you’re open to feedback when you really aren’t open?   What’s in the way of your openness to feedback?   Daily Shake Up No. 976 addresses one of the most important leadership tools and mindsets – feedback. The fact is that impactful leaders are always learning and growing, and one of the most critical elements to learning and growth is being open to, encouraging and fully receiving feedback. While nearly everyone says that they’re open to feedback, many of us aren’t really open to feedback – either in a given moment or situation, from a particular person, or in a form that we don’t agree with. You don’t have to agree with feedback to learn and grow from it, but you do have to be truly open to it. Leaders grow the most when they are fully open to and receive feedback. Without feedback leaders are left to their own self-perspectives, and these self-perspectives are often misguided and biased. #SnowGlobeLeadership #NischwitzGroup #SnowGlobeLiving #Leadership #Feedback

The Power of Feedback: How Learning from Others Strengthens Leadership One of the most valuable lessons I’ve learned as a leader is that feedback is a gift. Whether it's from colleagues, mentors, or those we lead, feedback gives us the opportunity to grow and see things from a new perspective. It’s not always easy to hear, but it’s essential for continuous improvement and becoming a stronger, more effective leader. In both my recovery journey and leadership roles, feedback has helped me reflect on my blind spots, deepen my self-awareness, and move forward with purpose. It’s through this process of learning from others that I’ve grown, not just as a leader, but as a person. Here’s how feedback strengthens leadership: 1. Clarity and Growth: Feedback provides clarity on what we’re doing well and where we can improve, giving us the direction needed for growth. 2. Building Trust: Inviting and receiving feedback fosters an open, transparent culture, where trust and collaboration can thrive. 3. Self-Awareness: Feedback helps us see ourselves more clearly, especially when it comes to understanding how our actions impact others. How has feedback helped you grow as a leader? #ContinuousImprovement #LeadershipDevelopment #FeedbackCulture #GrowthMindset #HeartCenteredLeadership