O que você faz se suas avaliações de desempenho revelarem áreas de melhoria como líder?

If they don't reveal areas for improvement, I'd get very worried about the efficacy of the tool and process. We can think we're brilliant and perfect as we are or recognize that we're involved in a never-ending project of becoming better versions of ourselves. I know what type of person I'd rather work for. Note that who is giving you the evaluation is a tricky issue, because they might not be good at leading and thus give terrible advice. But that should still start a reflective process of self-improvement, because they are who you need to impress, are they not? What might that entail and how will you learn from it?

It is important for leaders to be receptive towards feedback or constructive criticism. A team will grow when the interaction between the leader and the members is healthy. Members can share their view without the fear of repercussions. In addition, if a leader's favourite statement is that he/she welcomes feedback, be sure to walk the talk. Be consistent and this will translate to clarity in the team and the leadership.

Embracing feedback is important for leaders. As leaders, ego may sometimes get in the way, and some leaders may not be that receptive to feedback, and be defensive and close Having a humble position and reminding ourselves to be open and we are work in progress is important. This will allow leaders to be more receptive and open to feedback, and improvement and betterment Blind spots could be spotted through feedback as well

Listen to feedback by all means, but retain some degree of perspective as well. If you are given feedback on an area for improvement, first, evaluate how important/critical that improvement is to your current or future job role. So, for example, if I'm told that I need to improve on my creativity and imagination but my current role is one where I need to ensure compliance and discipline, clearly, this improvement will have minimal to no impact on my productivity.

Als Führungskraft ist es wichtig, offen für Feedback und Verbesserungsvorschläge zu sein. Nimm Dir Zeit, um die erhaltenen Rückmeldungen und Beurteilungen zu reflektieren. Betrachte sie als wertvolle Informationen, Deine Führungsqualitäten weiterzuentwickeln. Sei offen für konstruktive Kritik und nehme sie als Chance zur persönlichen und beruflichen Weiterentwicklung an. Übernimm die Verantwortung für Deine Weiterentwicklung. Identifiziere die Bereiche, in denen Du Dich verbessern möchtest, und setze klare Ziele. Suche nach Möglichkeiten zur Weiterbildung, zum Austausch mit anderen Führungskräften und zur praktischen Anwendung neuer Fähigkeiten. Schau gerne bei mir auf der Webseite vorbei oder kontaktiere mich per LinkedIn.

No leader is perfect. Every leader is on the path of improvement, every single day! Humility is key. A leader should be humble enough to accept the fact that they need to improve on certain areas. That’s the first step. Second step is to access alignment. What are the areas that need improvement and what’s the impact of these on larger goal. Third is to seek expert help. Hire a coach, get a mentor and get going. Fourth is periodic assessment of progress made and deploy course correction, if required. Don’t take the outcome of the review personally, rather as a foundation to get better.

Acknowledge Feedback: Acknowledge the areas for improvement highlighted in the evaluations. Create Action Plan: Develop a specific action plan with measurable goals to address identified areas. Seek Support: Seek support from mentors, coaches, or training programs to enhance leadership skills and facilitate growth.

Performance evaluations aim to help you improve, not criticise so. -Avoid being defensive or dismissive. -See feedback as a tool for personal growth. -Acknowledge others' perspectives.

It's important to remember that people that give you feedback are showing that they care about you. It would be a lot easier to NOT give you feedback and just maintain the status quo. Unfortunately, this is the opposite of how many people think about feedback, especially constructive feedback, which can be the most important kind.

As a leader, setting goals for improvement can help you enhance your leadership skills and achieve greater success. Conduct a self-assessment and evaluate your current leadership skills and abilities to identify areas for improvement Once you have assessed your leadership skills, identify areas where you could improve, such as communication, delegation, decision-making Set Specific, Measurable, Attainable, Relevant, and Time-bound goals. (SMART) Regularly track your progress toward your goals to ensure you're in alignment with it When you achieve your goals, take time to celebrate your accomplishments, keeping in mind the need for continuous improvement

Dependiendo del contexto agradezco a mi equipo por la sinceridad en la calificación y como mi objetivo es ser un líder efectivo y en constante crecimiento, me comprometo a trabajar en mejorar continuamente mi desempeño para el beneficio de todo el equipo y viceversa me reunó con mi equipo en reuniones one to one para desarrollar planes de acción que contribuya a su crecimiento profesional.

In this case, you need to start with this: -Set SMART goals for improvement. -Use these goals to track progress. -For example, improve communication by holding regular meetings or enhancing listening skills by a specific date.

Based on the feedback, I would develop a concrete action plan outlining the steps I need to take to address each area requiring improvement. This may include further training, adjusting my leadership style, delegating more effectively, improving communication, etc.

With a clear understanding of the feedback, it's time to set actionable goals. Focus on aspects within your control, such as enhancing emotional intelligence or practicing active listening. These objectives can be broken down into daily habits, like meditation or regular exercise, to mitigate anxiety and improve presence.

If your performance evaluation shows that you are lacking some skills it's time to learn them. Get training. Attend workshops, seminars, classes. Take courses required. Always be open for feedback. Try to expand your knowledge curve. Don't get demotivated with poor performance. Always try to maintain a positive attitude towards learning.

A few ways to growth: 1. Find a mentor 2. Seek additional training or professional development. 3. Attend workshops, enrol in courses 4. Show commitment to your role and growth as a leader.

Training is important, but so is experience. Seek opportunities to improve your weaknesses. Try to find a safe environment to do so, but don’t be too hesitant to embrace a challenge. When you approach the opportunity, seek mentorship. Ask for guidance and an open and honest critique on your performance.

I would look for an experienced mentor or coach who can guide me through the process of improving in the identified areas. An outside perspective can be invaluable.

Seek out training opportunities to address specific areas for improvement. Enhancing active listening skills could involve reading relevant books, engaging with articles, or participating in workshops or events designed to improve these skills. For example, an improvisation workshop can be an excellent way to practice active listening in a dynamic and engaging setting.

Getting a coach would avail much compared to one off workshop,or away training A coach will help with accountability and follow through with the agreed action steps

From my personal experience I found following steps very helpful: 1️⃣ full transparency towards my team, my peers and my boss concerning the specific behaviours I want to change/improve 2️⃣ including them to find ways to practice or show these improvements (or yet lack of) 3️⃣ ask for feedback actively and regularly These 3 steps not only helped me getting better in these areas, but also: ✅ increased trust within the team ✅ created an atmosphere where feedback is welcomed ✅ invited team members (and the boss) to think about their potential areas of improvement These steps take a lot of courage to be vulnerable and might backfire in an unfriendly work place. However, everyone should consider if they would work somewhere like that.

After a year of trying to improve reporting—consistently sharing metrics and ROI—the #1 point of feedback in my performance review was that I needed to get better at reporting. I could have chosen discouragement, but instead, I doubled down. Over the next two years, I focused on sharing more than just numbers—I learned how to share impact. My boss then commented to me that I was “one of the most quantitative and strategic content marketers she’d ever worked with.” Don’t let a performance review get you down. Your weaknesses were meant to be your strengths.

Commit to change: Real improvement requires sustained effort over time. I would commit to putting in the hard work required to turn the feedback into lasting positive change in my leadership abilities.

As you set goals and pursue training, begin implementing changes. Integrate new habits, such as daily meditation, and plan for training sessions that fit your schedule. This step is about putting theory into practice and making tangible changes to your leadership approach based on the feedback and learning you've acquired.

Set aside time to reflect on feedback received from evaluations, considering both strengths and areas for development. Identify patterns or recurring themes in the feedback to pinpoint areas requiring improvement. Engage in self-assessment to evaluate your leadership style, communication effectiveness, decision-making processes, and other relevant skills. Consider seeking input from mentors, colleagues, or trusted advisors to gain different perspectives and insights. Use reflection as an opportunity to create an action plan for addressing areas of improvement, setting specific goals and identifying strategies for growth. By making reflection a regular habit, you can continuously evolve and enhance your leadership effectiveness.

I would take time to carefully read through and reflect on the feedback. I'd try to understand the specific concerns or areas for improvement raised, and why those issues may have arisen.

Implementing changes is just the beginning. Regular reflection on your progress is essential. Schedule check-ins with yourself and others who are able to validate improvements in the area you are seeking. An ongoing dialogue can reveal whether your adjustments are effective and what further improvements can be made. Considering hiring a coach for an objective perspective can also be beneficial.

¿Identificas áreas de oportunidad tras recibir retroalimentación? Es la parte de la gestión que como lider de equipo, no nos gusta vivir. Debemos recibir los juicios que potros nos hacen, con humildad y agradecimiento. En la conversación empática, vamos a poder manifestar nuestras emociones y pensamientos, con respecto al juicio entregado. Es cierto que la resiliencia es una fortaleza compuesta que nos permite transitar un proceso, resistir, aprender y salir fortalecido. La resiliencia se forma con otras fortalezas de personalidad como el autocontrol, el agradecimiento, la empatía, la creatividad, la perseverancia y el perdón. Resiliencia es una característica del líder.

The key is to view critical feedback not as a personal criticism, but as a gift that allows me to keep growing as a leader. By remaining humble, open to learning, and diligently working to improve, I can turn areas of weakness into strengths over time.

Adopting a mindset of continuous improvement is vital for resilience. Understand that your current performance is good, but there's always room for enhancement. Feedback should be seen as constructive, regardless of its timing or delivery. Embrace the notion that you're not perfect and that every piece of feedback is an opportunity for growth.

Fire the HR person who implemented such a self-evidently faulty assessment... (LinkedIn doesn't recognise brevity as the soul of wit and requires me to add extra padding. Shakespeare never had this problem...)

If your performance evaluation doesn’t suggest areas for improvement you should question it’s merit! Embrace your imperfections, for they are the stepping stones to greatness. Let passion fuel your journey, let grit fortify your resolve, and let purpose guide your every step. Strive relentlessly for improvement, for that's where true leadership emerges!

Let me say this another way, referring to Geoff's comments below. If you aren't getting some critical feedback, some indication of what you are missing or what you could do differently, I would be asking if this is the kind of company that I can really grow and improve in, if you follow. Feedback or feedforward, is fuel for high performance.

Es fundamental como líder, de reconocer cuando hay áreas de mejora. Si una evaluación detecta las mismas, nos ayuda a tomar un plan de acción que nos ayude a mejorar, seguramente implique cambios que tendremos que aceptar para buscar una mejor versión ♻️

Entran en juego tres recomendaciones muy importantes; ✅ Identificar ✅ Aceptar ✅ Cambiar Solo cuando interiorizamos profundamente una área de oportunidad o debilidad nos damos cuenta de la necesidad de no solo aceptar sino cambiar, para ello es importante tener la humildad de pedir la opinión de los demás, en esta no solo comprendemos en qué estamos fallando, también recibimos feedback para iniciar un verdadero cambio. Todos somos producto modificable, todos tenemos debilidades que pueden ser transformadas, el ejemplo de un líder puede impactar profundamente la vida de los demás. Si iniciamos por nosotros mismos, los demás van a querer seguirnos por el ejemplo que podemos aportar, eso es #liderazgo.

Abolish individual performance reviews and evaluations. They are a waste of time. The effectiveness of networked groups of individuals in collaboration is what creates value. Individual performance evaluation creates needless competition, especially when tied with compensation.

Be extremely worried if your performance evaluations DON'T reveal areas for improvement as a leader. None of us our perfect. If we think we are, we're deluded. Constant self-reflection and adjustment is required and every piece of feedback, positive or negative, is valuable. Leaders evolve and pivot.

Trabajar en ellas, reflexionó, acepto y defino plan de acción para mejorar...es muy importante aceptar que siempre podemos mejorar así solo lo diga una persona

Embrace what was said. Evaluate ways said changes could assist or contribute. Make necessary adjustments as needed. We can ALWAYS do better, and do more.

I have always found it helpful to focus 2 items for improvement. When I try to tackle all of my opportunities it's overwhelming. I coach my staff the same way. I look for 2 success and 2 opportunities. You can't eat an elephant all at once, you take it down one bite at a time.