Here's how you can make sure your feedback is valued and respected by your colleagues.

I believe you must share your feedback on work and way to work. Here's how you can make sure your feedback is valued and respected by your colleagues. In Corporate Communications interviews, showcase creativity by illustrating your ability to craft compelling narratives. Highlight your experience in transforming complex information into engaging stories tailored to diverse audiences. Share examples of innovative campaigns, such as using multimedia elements or interactive content, that achieved measurable impact. Emphasize your adaptability in leveraging emerging communication trends and technologies to enhance message delivery and audience engagement.

Ensuring that your feedback is valued and respected by colleagues involves a few key practices: Build Trust: Consistently demonstrate your expertise and reliability. When colleagues know they can trust your judgment, they are more likely to value your feedback. Be Constructive and Specific: Offer feedback that is actionable and focused on improvement rather than criticism. Use specific examples to clarify your points. Show Empathy: Understand the perspectives and challenges of your colleagues. Tailor your feedback to be supportive and encouraging, rather than confrontational. Encourage Dialogue: Invite responses and discussions to create a collaborative environment where feedback is seen as a two-way street, not just a directive.

To build trust, it never hurts if others hear your positive feedback, and it never helps if others hear the negative. Make sure it's authentic, specific, and while you need to be able to speak about what may have gone wrong, don't lay it on any thicker than necessary. It can be useful to start feedback via questions - "what did you think about the length of the presentation?" and build from there.

Trust is earned, not guaranteed. It is integral to providing sound strategic counsel that is not only heard but actually incorporated. This takes time, effort, and determination - especially if people haven't worked closely with corporate communications professionals before.

Invest time in building strong, positive relationships with your colleagues. Get to know them personally and professionally. Create an environment where colleagues feel comfortable seeking your input and advice. Address specific actions or behaviors rather than making personal judgments. Use concrete examples to illustrate your points. This makes your feedback clearer and more actionable. Give feedback in a private setting to avoid embarrassing the recipient. Ensure the timing is appropriate and they are receptive. Provide feedback promptly, while the context is still fresh and relevant.

I'd like to add a twist: be specific and timely. Providing feedback promptly makes it more relevant and actionable. So, instead of a vague "Good job on the presentation," try, "Your use of data in slide three was powerful and really clarified our revenue trends. Sharing that insight right after the meeting helped the team understand the next steps. Timely, specific feedback isn't just constructive; it shows you're engaged and invested in your colleagues' success.

When you recognize and praise your colleagues' strengths and achievements, it creates an environment of trust and collaboration. This not only motivates individuals but also fosters a culture where constructive feedback is welcomed and appreciated. Think of it as building a bridge: positive reinforcement lays the strong foundation, making it easier to address areas for improvement.

Also, instead of just giving positive feedback when things go well, try incorporating "positive anticipation." Share your excitement about potential successes before they happen. For example, say, "I'm really looking forward to seeing the creative solutions you'll bring to this project," or "I can't wait to see how your approach boosts our team's performance." This helps sets a positive tone that can motivate your colleagues to strive for excellence.

Try to understand the recipient’s point of view and any challenges they might be facing. Use empathetic language and show that you care about their growth and development. Use clear and straightforward language. Avoid jargon or ambiguous terms. Be direct but respectful. Don’t sugarcoat issues, but also avoid being harsh. Encourage an open dialogue. Allow the recipient to share their thoughts and perspectives. Work together to find solutions or improvements. This fosters a sense of teamwork and mutual respect.

A positive outlook is a powerful asset in leadership, enabling individuals to approach challenges with optimism, resilience, and determination. Leaders with a positive mindset not only inspire confidence and motivation in their team members but also foster a culture of positivity and growth within their organizations. A positive outlook enables leaders to see opportunities where others see obstacles, finding creative solutions to problems and inspiring others to do the same. By focusing on possibilities rather than limitations, positive leaders empower their team members to think innovatively and pursue ambitious goals, driving progress and innovation within the organization.

Here’s a smart twist you can try. Frame your feedback with the "Yes, and…" technique. It’s a concept borrowed from improv comedy, where instead of negating, you build on what's already there. For example, "Yes, and what if we also tried this approach to address the issue?" This shows that you’re actively listening and you’re committed to finding collaborative solutions. It transforms feedback from a potential critique into a constructive conversation.

I always take responsibility for everything I do and I never avoid responding to any situation. Today, for example, we find ourselves immersed in several crises such as climate, human and various social crises that put our society at risk and I always take a step forward to take responsibility for everything in a way that is always in accordance with the main values that always in my project are life and justice, and for this everything that harms people's lives must be defended and corrected, without taking away their own learning. life but without evading the responsibility of making decisions when necessary.