La entrega de feedback a ejecutivos es una técnica delicada. En mi experiencia liderando equipos, he aprendido que el impacto no está solo en el qué decimos, sino en el cómo y cuándo lo decimos. Un momento revelador fue cuando tuve que dar retroalimentación difícil a un CEO sobre su estilo de comunicación. En lugar de una lista de problemas, empecé preguntando sobre sus objetivos de liderazgo. Esto transformó una potencial confrontación en una conversación constructiva sobre crecimiento.

Start by focusing on one or two key areas that will have the most impact. Be specific and offer constructive solutions, not just problems. Acknowledge their strengths to balance the feedback and ensure it's a conversation, not a lecture. Keep it concise and actionable, and make sure to follow up for support or to track progress. This approach ensures clarity and keeps the feedback positive and productive!

When giving critical feedback to top executives, focus on clarity and prioritization. Start by identifying the most impactful areas for improvement and address them one at a time. Frame feedback emphasizing opportunities for growth rather than faults. Use specific examples to illustrate points, avoiding vague or overly critical language. Balance the feedback by acknowledging their strengths and achievements, showing that your intention is to support their success. Encourage an open dialogue, allowing them to share their perspective. This collaborative approach ensures the feedback is actionable and avoids overwhelming them while fostering trust and engagement.

Feedback is not a laundry list of issues. So, deliver it through the lens of strategic impact: 💫 Focus on the key areas that can drive significant growth and present them as opportunities. 💫 Focus the conversation on future goals that align with their leadership objectives, emphasizing progress instead of perfection.

This can be understood in two ways: Can mean providing direct feedback or equipping leaders to deliver it. Feedback to executives needs structure to avoid becoming superficial. Use specific examples tied to measurable metrics, highlight impactful areas for improvement, and include a follow-up plan to track progress. Without these, feedback risks becoming part of a "yes yes" culture—acknowledged but not acted upon. To ensure impact, focus on clarity, prioritization, and actionable steps that drive meaningful change.

How do you avoid overwhelming executives with critical feedback? 3 ways 1. Ask them to reflect upon their own success and what brought it about and what could have gone/been better and what was missing - this comes from them; not you. 2. Refine your feedback down to 3 success bringing habits and the 1 thing they could do to address the development; this is likely to be a soft skill improvement or an agenda issue or a structured approach for their engagements - not that 1 point you noticed 3. Ask them; how they like the feedback and how they have been able to most successfully use feedback before (first). this will pay dividends If they get too overwhelmed/defensive - explore that - that will create a greater shift Stefan

When 𝗴𝗶𝘃𝗶𝗻𝗴 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗼 𝘁𝗼𝗽 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀, 𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗮𝘃𝗼𝗶𝗱 𝗼𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺𝗶𝗻𝗴 𝘁𝗵𝗲𝗺: a) 𝗟𝗶𝗺𝗶𝘁 𝘁𝗵𝗲 𝗦𝗰𝗼𝗽𝗲: It's crucial to concentrate on one or two key areas for improvement at a time. b) 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Determine which behaviors or outcomes have the most significant impact on the executive's performance. By addressing the most critical issues first, you ensure that the feedback is relevant and actionable. c) 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗢𝗯𝗷𝗲𝗰𝘁𝗶𝘃𝗲𝘀: This provides a clear path forward and helps the executive to focus on concrete steps they can take, rather than feeling overwhelmed by abstract criticism.

- Prioritize the feedback based on their, and their company's, priorities. - Tie feedback to action. Feedback without action is irrelevant.

To help an executive leverage feedback for emotional intelligence growth, create a safe environment for open communication. Encourage them to actively seek and welcome feedback as a development tool. Teach active listening and empathy to understand perspectives better. Help them create an action plan based on feedback, focusing on both areas for improvement and strengths. Regularly review progress together, reinforcing the value of feedback and its role in enhancing emotional intelligence.