You're coaching C-suite executives on feedback. How can you incorporate inclusive language effectively?
When guiding top-level leaders in the art of feedback, it's crucial to weave inclusivity into their communication. To achieve this:
- Use language that respects all identities by avoiding assumptions based on gender, race, or background.
- Encourage active listening to understand diverse perspectives and respond thoughtfully.
- Promote empathy by framing feedback in a way that acknowledges different experiences and viewpoints.
How do you ensure your language is inclusive when providing feedback?
You're coaching C-suite executives on feedback. How can you incorporate inclusive language effectively?
When guiding top-level leaders in the art of feedback, it's crucial to weave inclusivity into their communication. To achieve this:
- Use language that respects all identities by avoiding assumptions based on gender, race, or background.
- Encourage active listening to understand diverse perspectives and respond thoughtfully.
- Promote empathy by framing feedback in a way that acknowledges different experiences and viewpoints.
How do you ensure your language is inclusive when providing feedback?
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When I'm coaching C-suite executives and other leaders on the art of giving feedback, my key focus is on trying to understand what specifically they're trying to achieve from this feedback. What I mean by this is that many times, leaders have a set outcome in mind as to what a recipient must do with their feedback, and that almost makes it an instruction rather than feedback. The idea must be to stay humble, provide genuine and authentic views, and let the recipient decide how best to use that feedback. Feedback is a gift but we don't always use all the gifts given to us.
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When coaching C-suite executives on feedback, inclusive language fosters respect, belonging, and collaboration. Respect: Model inclusive language, acknowledging diverse identities and focusing feedback on behaviour, not identity. Address unconscious biases in feedback, ensuring terms don’t reinforce stereotypes. Belonging: Include diverse perspectives and promote accountability for inclusive practices. Collaboration: Frame feedback constructively. Example: “Your insights were valuable, but some team members didn’t contribute. How can we create space for them?” #Lifecoaching #Executivecoaching #InclusiveLeadership #FeedbackCulture #Inclusion
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When coaching C-suite executives on feedback, it’s essential to focus on the behavior and results of work rather than making it about the individual. By adhering to this core principle, the need for additional emphasis on inclusive language is significantly minimized, as the feedback naturally remains objective and respectful.
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En una sesión con ejecutivos de alto nivel, un líder me dijo: “No estoy seguro de cómo usar lenguaje inclusivo sin que suene forzado”. Le respondí: “El lenguaje inclusivo no solo es una herramienta, es una forma de construir confianza y conexión con tu equipo. ¿Qué valores quieres reflejar en tu comunicación?”. Trabajamos juntos para incorporar expresiones que respetaran a todos sin perder autenticidad. Incorporar lenguaje inclusivo comienza con la intención de crear un ambiente de respeto. En lugar de centrarse en “hacerlo perfecto”, enfócate en mostrar apertura, preguntar cómo prefieren ser referidos y practicar pequeños cambios. Es un reflejo de liderazgo consciente y empático.
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En tant qu’executive coach, je vous conseille d’adopter un langage inclusif pour renforcer l’engagement et la cohésion de vos équipes. Utilisez des expressions neutres comme "l’équipe" au lieu de "les gars" et évitez les généralisations. Pratiquez l’écoute active en posant des questions ouvertes et en valorisant toutes les perspectives. Reformulez vos messages pour inclure chacun et modélisez cette approche dans vos réunions et feedbacks. Ce simple ajustement renforce votre impact et inspire vos collaborateurs à faire de même.
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“Be sharp as knife but don’t cut” - feedback serves a purpose and respectful language is part of it : A - pointing out action, I - that has a positive or negative impact and as a leader I want to point it out, R - and follow up with request about the required behavior for future (AIR method is great for giving feedback)
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Have your own pronouns displayed and ask others theirs in your contracting. Ask if there are any accommodations your client needs to engage with coaching. In effect role model inclusive actions and behaviours and language. Challenge any non inclusive beliefs appropriately as per your contracting conversations at the outset. Ask for and be open to feedback yourself.
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The most critical factor in such a situation is to highlight the primary goal of the feedback and frame the conversation around that purpose. Work with the executive to ascertain the conditions under which the feedback will be most advantageous for the individual: a- when it’s provided keeping in mind that different identities experience the workplace differently and hence there are no assumptions and biases built into the content and language of delivery. b - when feedback is actively tailored to the response and is a two-way interaction incorporating the viewpoint of the receiver and makes them feel heard.
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Enfatizar que o uso da linguagem inclusiva cria um ambiente mais respeitoso e produtivo, além de estar alinhada com os valores da maioria das empresas. Sempre forneço exemplos práticos e do dia a dia, com alternativas inclusivas. Importante mostrar como substituir por termos neutros, como perguntar sobre os pronomes preferidos em novas interações, evitar jargões, clichês e acrônimos que podem excluir pessoas e encorajar a linguagem simples e direta. Ao fim, após a teoria, nada melhor do que praticar com exercícios baseados em situações reais, reformulando comunicações existentes com a linguagem inclusiva. Consciencia cultural está em alta!
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Effective coaching is one where you as the cosch are fully present and pick up your clients nuances and words they are using. That way you can mirror them as well as use their own words back to them
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