Last updated on Jul 5, 2024

Your team leader's authority is questioned. How can you address challenging feedback constructively?

When your team leader's authority is under scrutiny, it can create a tense environment. However, this is a crucial moment for you to demonstrate your teamwork skills by addressing the feedback constructively. It's important to approach the situation with an open mind, seeking to understand the concerns raised and to communicate effectively. Your role is not to blindly defend or accuse, but to bridge gaps and foster a culture of mutual respect and continuous improvement. By constructively engaging with challenging feedback, you can help to strengthen your team and enhance its performance.

1 Listen First

Active listening is your first tool in addressing challenging feedback about your team leader. Allow your colleagues to express their concerns fully without interruption. Understanding the root of the issue is essential before responding or taking action. Reflect back what you've heard to ensure clarity and show that you value their perspective. This step can de-escalate tension and create a foundation for constructive dialogue.

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Mitchell Blair

AWS Professional Services @ Pax8 || 8x AWS Certified
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Bruce Lee once said “the only enemy is yourself”. This can be applied to constructive criticism. Listen and see if the person has helpful advice they are trying to solicit. If you feel they are out of line, causally take the bad behavior and use it as a spectacle for what not to do for other people who follow you. Make an example of their bad behavior, but try to make it non-personal and forgive the other person if they are just being rude for little good reason.

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2 Assess Fairly

After listening, take time to assess the feedback objectively. Consider the specific examples given and evaluate whether the concerns are based on misunderstandings, personal biases, or legitimate issues. It's important to distinguish between constructive criticism that can lead to improvement and unfair judgments that may be harmful. Your goal is to seek the truth in the feedback and determine how it can be addressed in a way that benefits the team.

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Mitchell Blair

AWS Professional Services @ Pax8 || 8x AWS Certified
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Results first and facts second, that is my motto. If you think something is true, but it resulted in it not being true, then you lack objectivity. To many people assume too many truths. Feedback should always be result oriented, not “truth or feel” oriented. If your feedback lacks an action response it qualifies as the latter.

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3 Communicate Tactfully

When responding to the feedback, choose your words carefully. Approach the conversation with tact and diplomacy, focusing on the behavior or situation rather than personal attributes. Use "I" statements to express your thoughts without assigning blame and invite your colleague to explore solutions together. Effective communication can help to resolve misunderstandings and reinforce a positive team dynamic.

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4 Support Openly

Show support for your team leader by sharing positive experiences and accomplishments that may not be visible to everyone. This can help balance the narrative and provide a fuller picture of their leadership. However, be genuine in your support; do not dismiss valid criticisms or concerns. Open support combined with a willingness to address issues can strengthen your team's cohesion and trust.

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Mitchell Blair

AWS Professional Services @ Pax8 || 8x AWS Certified
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I like having a 6:1 gracious to roast ratio to keep a healthy balance of love and criticism. Keep it real and tell people they are awesome 86% of the time, that extra 14% makes the 86% twice as valuable as another person who does 98%, that is not balanced.

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5 Encourage Growth

Encourage your team leader to view the feedback as an opportunity for growth. Constructive criticism, when handled well, can be a powerful catalyst for personal and professional development. Suggest ways in which they could improve their leadership skills, such as seeking mentorship, attending workshops, or reflecting on their management style. Growth-focused feedback can lead to enhanced leadership and a more effective team.

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Mitchell Blair

AWS Professional Services @ Pax8 || 8x AWS Certified
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Leaders respect people who say they are going to do something, and then end up doing it. There’s many words for that, but that shows you can follow a goal and figure out problems and creatively towards that goal. Anyone who has grown has had to make adjustments in the real world, that is where the real growth is. Leaders have to be careful about being able to identify people who have grown their skills versus people who have grown their personalities. Fake it to you make it is a valid strategy, but still a bad one.

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6 Follow Up

Finally, ensure there is a follow-up on the feedback given. Whether it involves setting up a meeting with human resources, creating a development plan, or simply checking in after some time has passed, follow-up actions show that you take the feedback seriously and are committed to making positive changes. This accountability can help rebuild any lost confidence in your team leader's authority and demonstrates your dedication to a respectful and high-functioning team environment.

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Mitchell Blair

AWS Professional Services @ Pax8 || 8x AWS Certified
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Follow up 4 times to confirm an organizational change to a team or a change in a employees behavior 2 Week 1 Month 3 Month 1 Year The 3 month and 2 year are the most important. If you fail those cycles, then restarting the change process might need to occur as change is a repeated behavior on a daily basis. By 3 months a habit should be developed and by 2 year it should be embedded into that team or individual.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Your team leader's authority is questioned. How can you address challenging feedback constructively?

1

2

3

4

5

6

7

1 Listen First

2 Assess Fairly

3 Communicate Tactfully

4 Support Openly

5 Encourage Growth

6 Follow Up

7 Here’s what else to consider

Teamwork

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Your team leader's authority is questioned. How can you address challenging feedback constructively?

1

2

3

4

5

6

7

1 Listen First

2 Assess Fairly

3 Communicate Tactfully

4 Support Openly

5 Encourage Growth

6 Follow Up

7 Here’s what else to consider

Teamwork

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