IT Leadership

Almost everyone has found themselves in a leadership position at one point or another in their careers. Whether the role is officially part of someone’s job description or an impromptu assignment, the reality is that people are entrusted with leading others every day.

While most will embrace the opportunity, many are unknowingly ill-prepared to lead a team. This article aims to share insights and tangible practices to help you lead yourself and, subsequently, others. It will focus on two critical aspects of leadership: giving and receiving feedback.

The Importance Of Leading Yourself First

Leading a team begins with leading oneself. It means consistently demonstrating the behaviour you want to see in those you lead. While this sounds simple, it’s often easier said than done, especially when the pressure is on.

As the late Dr. Stephen R. Covey asserted in his book *The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change*:

> “Leadership is a matter of influence, and influence is a matter of > relationship. It begins with you…If you can’t lead yourself, you can’t > lead others.”

Therefore, the first step to effectively leading a team is to lead yourself well by understanding your behaviours, emotions and motivations and how they impact those around you.

One way to cultivate this self-awareness and maturity is to receive feedback well and to give feedback respectfully and constructively. These skills are essential for leadership and can be honed with practice.

Giving Feedback

Giving feedback is a delicate art. If done right, it can propel individuals and teams to new heights of excellence. However, if mishandled, it can cause irreparable damage to relationships and trust.

A few practical tips for giving feedback are listed below:

1. Begin With Praise

No matter how bad the behaviour or performance, there is always something positive to highlight. Capture the individual’s attention from the start with a sincere expression of appreciation. This gesture sets the right tone for the conversation, easing any tensions and creating a safer space for the recipient to listen to and absorb the forthcoming comments.

2. Be Specific And Transparent

Ensure that the feedback is specific to behaviours or actions that the individual can control. Focus on the facts rather than making subjective value judgments. Share examples to illustrate your points, as these serve to provide clarity and leave little room for misinterpretation.

Transparency is essential in feedback sessions. Abstain from inferring or implying ideas and instead be direct and straightforward in communicating your observations.

3. Relate It To Goals And Values

Most organisations and teams have shared goals and values that guide their work. Whenever possible, connect the feedback to these predefined objectives and principles. This strategy does two things. First, it provides the individual with context, helping them understand how their behaviour affects the broader team or organisation. Second, it allows the recipient to better process the feedback by relating it to shared values and priorities.

4. Invite Feedback And Engagement

Great leaders are humble enough to acknowledge that they can always grow and improve. Encourage openness by asking the recipient if they have feedback for you and how you can better support them in their role. This question alone can make a world of difference in building trust and strengthening your relationship with that person. It communicates that you too are open to constructive criticism.

5. Establish A Plan For Moving Forward

Once the feedback has been shared and received, conclude the conversation by outlining the next steps and establishing a clear plan for moving forward. This stage is critical in transitioning from a state of problem-solving to a mindset of solutioning. The outcome should be a concrete plan detailing the responsibilities of both the leader and the team member.

Remember, the ultimate goal of giving feedback is to inspire growth and inspire others to achieve more than they thought possible.

Receiving Feedback

Receiving feedback is often more complicated than giving it. The criticism and input from others can ignite a range of emotions, from defensiveness to anger and shame. While it is natural to feel these emotions, there are ways to receive feedback with grace and maturity and turn it into a development opportunity.

Here are some strategies for effectively receiving feedback:

1. Create A Safe Space

As the recipient, ensure you create the environment necessary to share and receive feedback openly and honestly. Let the other person know that you welcome their input and opinions, and that you want to hear them.

This willingness to listen actively and the assurance that feedback is welcomed will encourage a deeper dialogue and a healthier exchange.

2. Resist Being Defensive

Receiving feedback can often feel like a personal attack, especially if it’s constructive criticism. While the first instinct may be to become defensive, remember that the feedback is about a specific behaviour, not a personal attack on you.

To avoid defensiveness, actively listen to the comments without reacting emotionally. Focus on understanding the feedback and the motivations behind it. Try to put yourself in the feedback provider’s shoes and consider their perspective.

3. Ask Clarifying Questions

Sometimes feedback is not clearly communicated. In these cases, clarify the points by asking open-ended questions. For example, ask the individual providing the feedback to share specific examples of the behaviour or actions they are addressing.

Also, ask them how these instances affect them and the broader team. Understanding the impact of your behaviour is an essential aspect of processing feedback healthily and productively.

4. Thank The Person

No matter how difficult the feedback is to hear, thank the person for providing it. Embrace the feedback as an opportunity to know yourself better and grow as an individual and leader.

Even if you disagree with the criticism, there are likely some valid points, and it is in your best interest to acknowledge them.

5. Reflect And Act

Take time after the feedback session to reflect on what was shared. Process the feedback with honesty and openness. Ask yourself questions like: “Do I agree with the feedback?”, “Is there any truth in what was said?”, “How does this affect the bigger picture and my goals?”

This self-reflection will enable you to process the feedback objectively and improve where necessary.

6. Establish A Plan For Moving Forward

Similarly, to the recommendation when giving feedback, ensure you establish a clear plan for moving forward with the person who provided the feedback. This next steps plan could involve engaging with another colleague for feedback or seeking professional development opportunities.

Either way, ensure you’re proactive in seeking ways to improve based on the received feedback and communicating that plan to those involved.

Leading A Team

Leading a team encompasses more than giving and receiving feedback. However, these skills are fundamental to effective leadership and can be challenging to master. With dedication and practice, these skills can be honed and applied to benefit you and your team.

Remember that leadership begins with leading yourself and cultivating a robust relationship with giving and receiving feedback.