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BBP42 Giving & Receiving Feedback

Lessons for Leaders

Release Date: 06/06/2019

Celebrating 100 Episodes show art Celebrating 100 Episodes

Lessons for Leaders

Welcome to Lessons for Leaders.  Can you believe it’s episode 100? The goal has always been to share lessons, learnings, tips and advice and even when things got tough with it, I’ve enjoyed it more and I’m proud to be able to say I got to 100. Many of my regular listeners will know that my girls are the reason I do what I do and my eldest girl is about to make me a Granny next month so it seems like a good time to pause the episodes for a while. This last one is a very special episode, with my other amazing girl joining me at the mic to ask some of the questions you, my listeners...

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Lessons for Leaders

This week I'm sharing top tips and conversations that I have frequently with people in organisations to help them know how to persuade leaders to invest in wellbeing. We're covering: What to do to persuade your leaders The 3 R’s that I like to go with organisations I work with. Why we need to look at revenue in different ways and I dive into specifics here to give you a head start. How to highlight the risks to an organisation Why it’s important to include reputation in this persuasive detail too. It’s easy to say wellbeing can help to reverse employee burnout and reduce stress,...

Why a Good Leader Will Give Teams Autonomy show art Why a Good Leader Will Give Teams Autonomy

Lessons for Leaders

This week I'm joined by Gemma Woodward who is People & Culture Manager for Netsells in York.  We are talking about leadership and autonomy.  Listen in for: What are the benefits of allowing autonomy. How leaders can encourage autonomy in their teams. Where leaders get it wrong with a top down leadership and how it can affect their people and the organisation what's one key thing that people should remember about autonomy   Key comments and take-aways A top down leadership can create a fear of coming forward and fear of making mistake, their ideas and decisions might...

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Lessons for Leaders

What on earth is back to the floor? I start with that and why I'm covering the subject (it was inspired by my wonderful friend and leader Tina.  So I'm also covering today: Why is it important to know first hand what’s happening on your shop floor Some real life examples and stories of how back to floor worked, and how it didn’t One really, really important question to ask yourself   I share stories from my experience in corporate and Tina's feedback too to give real life examples - some are funny, some are lovely, one is a little shocking! Here's one of the key things .......

Why it's Worth Investing in Stress Awareness show art Why it's Worth Investing in Stress Awareness

Lessons for Leaders

This week on the podcast I'm talking about Why it's Worth Investing in Stress Awareness. I wonder if you've ever had a time when you've ever felt stressed and known what would help ... but not bothered to do it???? This is just one of the reason why I'm sharing information that can help you make a decision on whether it's worth investing in stress awareness.   I cover:   What is causing Stress in the workplace? How Will Stress Awareness Help Your Organisation? How Does Stress Impact Productivity? Is it Worth Investing in Stress Awareness? Ways I can support you or help for you to do...

Lockdown Lessons for Leaders show art Lockdown Lessons for Leaders

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Two years since the UK locked down from the Covid 19 virus.  In fact pretty much the world locked down.   It changed so many things About how we live How we work Connections & communication Wellbeing – what were thankful for – fear / perspective Resilience   Have you looked back at those pictures from cities that were empty and streets that were bare?  I know I have.  There were bits that I loved, bits I didn’t love. There was a significant difference in how people viewed the lockdown.  Some loved it.  Some hated it.  For some it was...

Supporting Female Leaders show art Supporting Female Leaders

Lessons for Leaders

In honour of International Women's Day, I’m here to give ideas of ways that you can support women in leadership roles.  There can be a number of reasons why there are less women than men in leadership roles.   Data from the House of Commons found that companies led by women outperform those led by men - but despite this, we're very far from achieving gender parity in the workplace I share information about  Break the Bias Unconscious biases, opinions, beliefs are formed early in our childhood.  We learn these from family, friends, people of authority that are social...

Why Empathy is Crucial for Great Leaders show art Why Empathy is Crucial for Great Leaders

Lessons for Leaders

This week I'm talking to you about why empathy is crucial for great leaders.   I cover : What is empathy Why does it matter in leadership Whether empathy can be learned  How it can improve performance, create connections and What you can do to be more empathic.   Why empathy is crucial for great leaders and what is empathy anyway? Empathy is the ability to experience and relate to the thoughts, emotions, or experience of others.  So it's about truly feeling what the other person is feeling. You know I often talk about how we don't 'do' emotions.  But empathy is about...

Easy Ways to Say No show art Easy Ways to Say No

Lessons for Leaders

Do you find it difficult to say no to people?  Perhaps it means you end up being busy, stressed, over-committed?  Often when we struggle to say no to people it can leave us feeling used, put up-on, juggling too many things.  Are you the one who ends up working late because you’ve said yes to others, yet you’re the one with more to do?   This episode is for you where I talk about   Say no and establish healthy boundaries How to handle the fear, stress, worry and guilt The surprising reason that saying no is good for you Key phrases that you can begin to use to get...

De-stigmatizing Mental Health show art De-stigmatizing Mental Health

Lessons for Leaders

This week I'm sharing tips and information about De-stigmatizing Mental Health.  I share key points on:   Why mental health is stigmatized How stigma brings shame and what that looks like How it will impact on your organisation Good news on the wider impact of investing in destigmatizing Key things that you can do and examples too   When we prevent people talking openly and transparently we also prevent those who need it from having support.    Stigma brings shame.  Listen in for information about how people respond then feel ashamed and what the impact will be...

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BBP42 Giving and Receiving Feedback

How good are you at taking feedback or even giving feedback?

Yet another podcast episode inspired by the activities in the BB House with GCSEs taking place.  Emma talks about the conversation she has with her daughter when reviewing the practice exam papers.  She struggled with some feedback and said ‘I know that you’re right, I just don’t like to hear it”

It’s often common that many of us don’t always like to give or receive feedback. 

We need to make sure when we give feedback, we are clear, concise and definitely not unkind.

Whether you’re a business owner, a leader in business or need to give or receive feedback in any other place in your life.  For many of us it can be difficult to give feedback or hear it.

When I was in corporate work, we gathered 360 feedback.  It looked at what went well, what wasn’t going well, what can be improved.  This type of information can help us to improve.

Many of us struggle to receive and give feedback.  We can dread the thought of giving or hearing feedback.  That phrase about constructive criticism provokes a feeling of dread, fear or unease.

Feedback done the right way, with the right intentions can help us to improve our understanding or performance.  Sometimes it means we need to do a bit of personal work or even stay calm enough to be able to hear it.

Emma talks about the way she asks for feedback in her coaching business and gives examples.  Some of the questions that Emma asks, helps her to know what needs are being met and what can be done to improve, so that we do not settle into situations and stop the progress. 

When you’re thinking about feedback, make sure it will give you information that you want, even if it’s difficult to hear. 

Feedback should not be about giving surprising information. Especially in the workplace.  Emma talks about quarterly 1:1 meetings to ensure regular updates.  It can help to ensure you’re working on track and not going down a path that is not helpful.

Ensure feedback is really clear and specific.  Stick to the facts with feedback.  Sometimes you might want to say “this might be hard to hear” to pre-empt that it might be difficult but there is a better response.  Be factual and keep the emotions out of the feedback.

Be clear about what you mean.  Be exact with the information, perhaps about the piece of work, is it accurate, or is the person to friendly or too casual.  Being exact means that person knows what they need to tweak or change to correct and adjust.

Ensure you don’t generalise or over-exaggerate.  Using words like “all” or “never” means it’s probably not true, so try not to use phrases like this.

Give feedback from a person-centred approach – using the work I.  I felt this, I saw this.  When we use “you” it can seem accusatory and can seem like we are wagging a finger in their face, so keep the feedback to I heard / I felt.

Use a feedback sandwich.  This starts with a positive piece of feedback, then the negative, then finish with a positive.  If it’s just negative feedback it can feel like an attack and the other person gets defensive or disheartened. 

If you’re asking for feedback.  Be careful.  Sometimes some people ask for feedback and don’t like the information or answer that they receive!  If you’re asking for feedback, bear in mind there will always be more than one opinion, sometimes that might not be what you want to hear.

Emma shares a story about people sat round a table and someone asks for feedback, but the response was not what was expected.  It made for a difficult situation.

Whatever the emotions that arise as a result of feedback, you’re not responsible for other people’s feelings.  Ensure your feedback is helpful and constructive. 

But don’t ask questions if the answer might not be what you want to hear!  Sometimes we need to take a deep breath, take on board the information and decide what you will use and what you will not.

As a final helpful point, Emma advises that you make sure you get feedback from people you respect and that are invested in you too.  If someone is on opposing sports team, then their opinion and feedback is not going to align.

Often if clients get a tough piece of feedback Emma advised them to go and look at a book review.  Pick a book that you’ve read that was great for you, notice the reviews that align with your views and also that there will be other negative opinions there.  Sometimes there will be feedback (often that we haven’t asked for) and it might not be applicable. 

You have a choice about what you listen to, what helps you grow and move forward.


 Get in touch with Emma to book a call or email any feedback.