An executive is facing tough feedback from their board. How can you guide them towards constructive action?

Empathy is essential when helping an executive recover from failure. In a consultancy project I led, we faced serious misunderstandings due to miscommunication, affecting staff, client and suppliers. By recognizing the emotional impact and demonstrating genuine empathy, we not only rebuild trust but also revitalize collaboration. Through the complete restructuring of the communication policy and the promotion of self-assessments among the team, we created a more cohesive and productive environment. This experience highlights the importance of leading sensitively, transforming challenges into opportunities for significant organizational growth.

1. Escucha activa y empatía: Brinda al ejecutivo un espacio seguro para expresar sus emociones y procesar la retroalimentación. Demuestra empatía y comprensión por su situación. Evita interrumpir o juzgar sus sentimientos. 2. Análisis y comprensión de la retroalimentación: Revisa la retroalimentación en conjunto con el ejecutivo. Aclara cualquier punto confuso o ambiguo. Identifica los temas y áreas clave de preocupación.

As a coach, I would start with empathy, acknowledging the executive's feelings and the board's intent to support the organisation. Encourage them to objectively evaluate the feedback, identifying truths and potential learning opportunities. If they can't see it yet, help them embrace a mindset that sees feedback as a chance to grow and improve. This will make it easier to act and help them become more resilient and better leaders.

Don't deny it. Denial is the biggest obstacle in handling criticism. Think critically on the criticism, and it will open new dimensions of understanding.

When facing a significant challenge on a project, I adopted a systemic approach that went beyond conventional analyses. I explored not only individual decisions, but also the organizational and external dynamics that influenced the outcome. This in-depth analysis allowed me to identify not only the immediate causes of failure, but also areas for structural and strategic improvement within the organization. By sharing this experience openly with the team, I created a space for discussion and collective learning, which strengthened our capacity for innovation and adaptation. This integrative approach not only helped us regain lost confidence, but also strategically position us for future challenges.

When faced with a significant challenge, I always suggest to my clients to create an environment that promotes continuous learning and innovation. Instead of focusing on mistakes and failures, focus on turning the experience into a platform for organizational development. We can facilitate collaborative brainstorming sessions, encouraging experimentation with new ideas and solutions. This not only stimulates creativity, but also builds confidence by demonstrating adaptability and commitment to sustainable progress.

The systemic approach not only improves processes and strategies, but also significantly strengthens interpersonal relationships within the team and with external stakeholders. Transparency and collaboration are key to rebuilding lost trust. Additionally, we share valuable insights that can be applied to future projects, demonstrating your commitment to continuous growth and constant improvement. Encourage everyone to reflect on how this experience shapes organizational culture, promotes values such as shared responsibility, continuous learning and innovation. These values not only strengthen the present, but are also fundamental to ensuring sustainable growth in the long term.

Here's what I would recommend: a) Embrace the Feedback: The first step is to encourage the executive to view the feedback not as a personal attack but as a valuable source of information. b) Develop an Action Plan: Once the feedback is understood, the executive should work with a coach to identify the key areas of improvement highlighted by the board. The action plan should include specific behaviors to change, resources needed, and a timeline for achieving these goals. c) Engage in Follow-Up and Communication: It's essential to keep the board informed about the progress being made. The executive should establish a schedule for follow-up meetings with the board to discuss the actions taken and improvements observed.

From my perspective guiding an executive through tough board feedback involves staying calm, open-minded, and viewing the feedback as an opportunity for growth. They should take time to reflect, seek clarification, and understand specifics. Identifying key issues and conducting a root cause analysis are essential, followed by setting SMART goals and creating a timeline. The executive should present and seek feedback on their action plan, implement it, and monitor progress, adjusting as necessary. Seeking professional development and peer support is crucial, as is providing regular updates to the board and maintaining a positive attitude. Celebrating small wins can help build momentum and demonstrate commitment to improvement.

Reflecting is something important for all leaders to do and is often overlooked. In my experience coaching others, the step of reflecting is something people area eager to skip because they are focused on the desire to take more concrete, visible action. But, reflection has real business benefits. In fact, Harvard Business released a study in 2014 that showed reflecting on work improves job performance (Google it!). Building in time to reflect is an action - and it's one that will often to even better actions in the future.