Effectively handling tough conversations and providing constructive feedback is essential for enhancing your leadership skills and fostering a more productive and harmonious team
CREDIT: This is an edited version of an article that originally appeared on Harvard Business Review
In the modern workplace, avoiding conflict is often seen as a way to maintain harmony, but it’s not always beneficial. Ignoring problems can lead to poor communication, unclear expectations, and disengagement among your team members.
Anticipate eventualities
Fear of the unknown can paralyse leaders when it comes to providing feedback. To address this, use the worst case/best case/most likely tool. Consider the worst outcome, such as an emotional reaction from the recipient, and plan how you would handle it. Then think about the best possible outcome, and finally, consider what’s most likely to happen. This approach can help you manage your anxiety and prepare for the conversation.
See feedback as a tool
While you might fear that providing honest feedback will create conflict, your team actually craves meaningful, candid feedback. Research shows that employees consider feedback essential for their career development. By reframing conflict as a healthy part of leadership, you can reduce the anxiety associated with difficult conversations and help your team members grow.
Challenge binary thinking
Leaders who shy away from tough conversations often fall into binary thinking, believing that addressing an issue will harm their working relationships. However, it’s possible to be assertive and direct without damaging these relationships. Focusing on the potential benefits of clear communication can help you see that voicing your thoughts and concerns can lead to better outcomes for everyone involved.
Start strong
Beginning a difficult conversation with confidence sets a respectful tone and can boost your self-assurance. Use “I” statements to communicate your concerns directly without minimising them. Be specific about the issue you want to address. Instead of saying, “You dropped the ball again,” try saying, “I’m concerned that I didn’t get the documents in time for the client meeting today.”
Make feedback a habit
Feedback should be a regular practice, not an occasional event. Making it a part of your routine helps prevent minor issues from escalating into major conflicts. It’s essential to gradually expose yourself to challenging situations by practising giving feedback in lower-stakes, everyday scenarios.
Systematise feedback
Incorporate feedback into your regular interactions with your team. One-on-one meetings, project debriefs, and pre-mortems can provide opportunities to offer feedback and address issues constructively. Cultivating a culture of positive feedback not only enhances your assertiveness but also strengthens your rapport and trust with your team.
By embracing feedback and addressing issues directly, you can foster a more open and productive work environment, benefitting both you and your team members.
Be the first to comment