One of the most challenging aspects of being a new leader is feeling the pressure to give feedback to your team before you have had the chance to truly build trust.
Harvard Business Review offers the following strategies to help new leaders approach feedback effectively.
- Assess the landscape. New leaders can be tempted to jump into the role to demonstrate their value. But this can backfire if you do not understand the broader context. It is important to gather enough information to give feedback that is informed and constructive. Explore systems, roles, values and dynamics, observing and asking questions about the source of a team’s success or failure, influential team members and how to move forward.
- Fast-track trust. Building trust is crucial for leaders, and great leaders can take steps to build trust more quickly. You can be more vulnerable by sharing your strengths while acknowledging the potential downsides of those strengths to show your team it is safe to be imperfect and self-aware. Setting an example of openness and vulnerability helps create psychological safety and build trust.
- Understand your team members’ aspirations. During your first few weeks, schedule one-on-one meetings with team members to get to know them. Learn about their career aspirations, what motivates them and what support they need from you to succeed. Ask them how their best bosses helped them grow and achieve their goals. This can help you ensure your feedback will be helpful for each unique team member.
- Set aside your ego. You may feel the need to prove yourself, but this can lead to being overly aggressive or blunt. Great leaders are clear and direct while also being respectful and empathetic. If you know you lean more toward directness or empathy, you can deliberately work on amplifying the side that is more difficult for you. That balance can help you offer feedback that can enhance your team’s development.
