- Listen actively to the feedback and reflect on it. - Acknowledge any valid concerns without being defensive. - Highlight your commitment to growth and improvement. - Share specific steps you plan to take in response to the feedback. - Stay consistent with your core values and leadership vision. - Focus on building trust through transparent communication.

Different people have different leadership styles. Some of the indicators are your relationship with your team and stakeholders, your work output efficiency and effectivity, how you handle challenges and among others. The best person to judge your leadership must never be you. Be prudent when handling criticism on your leadership style. Be objective that if you must change, do it for the sake of improvement of your team and yourself. Ensure it is align with your values. This must be clearly communicated to your team. Listening and changing are not signs of a weak leader but rather the opposite. They are not sign of insecurity either as this is one of common misconceptions of most people.

In my experience what I would is this If the criticism is valid, I would own up to it and share actionable steps to improve. Example: “I realize I could communicate expectations more clearly. I’ll work on providing better guidance moving forward.” Take accountability

Objective evaluation of leadership styles is complex. Determine if the source of the criticism is more mundane about aggrieved colleagues or jealous team members. Leadership style is not about a particular incident or two, do a detailed study before arriving at any conclusions.