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Chief
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Additional Posts in Consulting
Pro
Best books on leadership and sales skills?
Any book recommendations?
Most overrated top 16 business school....
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Chief
Person dependent, but hopefully they’re asking it and feedback is a two-way street. What type of leader is he/she? And what’s the feedback?
Be careful of those with fragile egos.
Oftentimes a public LinkedIn post can be very effective, don't forget to tag
“Who do you think you are? I’AM!” Is all you need to say.
Make sure you’ve got concrete examples (and many of them)
Flip it, don’t focus on what they aren’t doing/coming from the negative instead have suggestions on actions/tasks to improve xyz
If it’s a direct boss and wasn’t solicited, don’t say it. If it’s your boss and you’ll be unhappy unless they change, it’s better to change jobs/bosses.
A2: that’s a great way to phrase it, but I don’t think this is feedback sharing example. That’s more clarification on a ask, but a feedback example would be “stop micromanaging”, “communicate with the team before committing”, “don’t contact off hours”, etc. Not disagreeing with your stance on tactfully sharing feedback, but would love some thoughts on handling some of the examples I called out (as a learning point, at least for me)
Pro
Something that was really effective for me when I was a senior con was giving benefit of the doubt: “Hey, I know assessments are like second nature to you, but these are still new to me and the others on this project! We’re a little confused about the approach and deliverables. Do you think we could walk through them as a team?”
Pro
Basically, even if you’re frustrated and you feel like your manager is intentionally doing something harmful, just treat them as if they aren’t and talk to them as if they have the best of intentions
It depends on the recipient, I think, and the nature of the feedback. If it's something that's a preference for you (don't email after hours for example) or something that they may not really be in control of (last minute assignments), I would be cautious about bringing it up and frame it more as something you would like them to consider and not feedback.
If it's something that objectively is feedback (missing emails and causing projects to be delayed, having a bad temper, whatever) I still approach that as "here's what's happening, here is the impact, what can we both be doing to avoid this?" It gets the message across but doesn't put them on the defensive as much.
My boss over reacts all the time. They got the message when a person left so that is the only place to be safe. I’m not good at biting the hand that feeds me.
Upward? Just don’t… it’s a career limiting movement. Use the anonymous upward feedback forms if A&M has that.
There isn’t. It is not taken well.