You're coaching C-suite executives on feedback. How can you incorporate inclusive language effectively?
When guiding top-level leaders in the art of feedback, it's crucial to weave inclusivity into their communication. To achieve this:
- Use language that respects all identities by avoiding assumptions based on gender, race, or background.
- Encourage active listening to understand diverse perspectives and respond thoughtfully.
- Promote empathy by framing feedback in a way that acknowledges different experiences and viewpoints.
How do you ensure your language is inclusive when providing feedback?
You're coaching C-suite executives on feedback. How can you incorporate inclusive language effectively?
When guiding top-level leaders in the art of feedback, it's crucial to weave inclusivity into their communication. To achieve this:
- Use language that respects all identities by avoiding assumptions based on gender, race, or background.
- Encourage active listening to understand diverse perspectives and respond thoughtfully.
- Promote empathy by framing feedback in a way that acknowledges different experiences and viewpoints.
How do you ensure your language is inclusive when providing feedback?
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When coaching C-suite executives on feedback, it’s essential to focus on the behavior and results of work rather than making it about the individual. By adhering to this core principle, the need for additional emphasis on inclusive language is significantly minimized, as the feedback naturally remains objective and respectful.
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En tant qu’executive coach, je vous conseille d’adopter un langage inclusif pour renforcer l’engagement et la cohésion de vos équipes. Utilisez des expressions neutres comme "l’équipe" au lieu de "les gars" et évitez les généralisations. Pratiquez l’écoute active en posant des questions ouvertes et en valorisant toutes les perspectives. Reformulez vos messages pour inclure chacun et modélisez cette approche dans vos réunions et feedbacks. Ce simple ajustement renforce votre impact et inspire vos collaborateurs à faire de même.
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When coaching C-suite executives on feedback, inclusive language fosters respect, belonging, and collaboration. Respect: Model inclusive language, acknowledging diverse identities and focusing feedback on behaviour, not identity. Address unconscious biases in feedback, ensuring terms don’t reinforce stereotypes. Belonging: Include diverse perspectives and promote accountability for inclusive practices. Collaboration: Frame feedback constructively. Example: “Your insights were valuable, but some team members didn’t contribute. How can we create space for them?” #Lifecoaching #Executivecoaching #InclusiveLeadership #FeedbackCulture #Inclusion
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“Be sharp as knife but don’t cut” - feedback serves a purpose and respectful language is part of it : A - pointing out action, I - that has a positive or negative impact and as a leader I want to point it out, R - and follow up with request about the required behavior for future (AIR method is great for giving feedback)
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Have your own pronouns displayed and ask others theirs in your contracting. Ask if there are any accommodations your client needs to engage with coaching. In effect role model inclusive actions and behaviours and language. Challenge any non inclusive beliefs appropriately as per your contracting conversations at the outset. Ask for and be open to feedback yourself.
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