In my experience, assessing the situation before providing feedback to your boss is crucial for effective communication and outcomes. Evaluating the seriousness of the strategy problems, your boss's receptiveness to criticism and change, and the level of trust and rapport in your relationship are essential considerations. Understanding your leverage and influence, as well as the timing, tone, and format of your communication, can significantly impact the receptiveness of your feedback. For instance, it's important to choose an appropriate time and private setting to discuss concerns, avoiding public criticism or stressful periods that may hinder productive dialogue.

⭐ Assess the situation: What issues are happening? To what extent or impact? How long have you been working together? ⭐ Get outside feedback: What do others on your team think? What do key stakeholders have to say? Is there something you can do to better prepare for this conversation?

I would also add that your time and status in the company make a difference. If you've been around for a short period of time, there's a great likelihood you will have seen things, (fresh eyes and all) - but you may not have a voice yet that will be acceptable by your boss. Take your time. Collect data. Come to your boss when they are open to feedback. And of course, do it with kindness. Respect what they've done till now.

- Avalie cuidadosamente a estratégia de negócios atual. - Identifique áreas específicas que precisam de melhorias. - Proponha sugestões construtivas para aprimorar a estratégia. - Apresente dados e análises para respaldar suas recomendações. - Colabore com seu chefe e outras partes interessadas para desenvolver uma estratégia aprimorada. - Implemente medidas para acompanhar o progresso e ajustar a estratégia conforme necessário.

Before offering feedback to your boss, evaluate the severity of the strategy issues, your boss's openness to criticism, and the quality of your relationship with them and your peers. Your influence to suggest changes depends on these aspects. Additionally, consider the timing, tone, and format of your communication, avoiding public criticism or moments of high stress to ensure your feedback is received constructively.

Armed with feedback for your boss? Turn your words into an unassailable fortress with the concrete of evidence. Your arsenal should be packed with the cold, hard facts, not just the whispers of opinion. Dive deep into the data lake and fish for insights with the net of SWOT analysis, the hook of PESTEL, or the trawl of Porter’s Five Forces. Benchmark your findings against the titans of your industry, letting best practices and case studies be your guiding stars. This isn’t just feedback; it’s a treasure map, showing not just where you are but where you could sail with a few strategic pivots. Present this trove, and watch the winds of change blow in your favor. #divineintervention #gabenfreude

In the high-pressure world of disaster response, success hinges on clear, collaborative communication. The same principle applies when giving feedback to your boss. It's crucial to avoid sounding accusatory or undermining. Instead, position yourself as a supportive teammate offering solutions. Start by acknowledging your boss's strengths and past achievements. This builds trust and receptiveness. Then, use "we" language to emphasize shared goals. Frame your suggestions as ways to strengthen the team's approach. By fostering collaboration and focusing on "we," you can leverage your expertise to guide the team towards a more resilient future.

Ready to deliver feedback? Wrap it in the sunshine of positivity. This isn't about casting shadows; it's about planting seeds for growth. Dress your words in the finery of constructive criticism, laced with the silk of support. Start with a bouquet of appreciation, recognizing the garden of achievements your boss has cultivated. Then, gently introduce your insights, using "we" to paint a picture of collective endeavor, not solitary quests. Suggest, don't dictate: "We have a golden opportunity to refine our strategy..." This approach transforms feedback from potential thunderstorms into nourishing rain, fostering growth and harmony. #divineintervention #gabenfreude

If your boss's strategy could use enhancement, start by understanding the KPIs they're evaluated against. Tailor your suggestions to these metrics, framing them as strategies to boost your boss's success. This approach demonstrates alignment with organizational goals and supports your boss in a constructive manner.

If you go to your boss just stating everything they've done wrong, it will be hard for them to accept what you say. Find good things. What has worked. Start with that. Then comment on what you think doesn't work and why. Back it up with data. But always leave your boss a way to climb down and save face.

Offering solutions is quite important and necessary, but do not fool yourself: sometimes it's not about not seeing the problem, but about a misinterpretation of the problem/scenario. Due to bias, personal choices, bad advices, lack of information, incorrect analysis or so, misinterpretation is far more dangerous than a true and honest bad choice.

Raising problems without mentioning solutions, will lead to frustration all around. Come with a recommendation for how to fix things. Even if it's not accepted, it will start the conversation. Be open to other suggestions. And expect you may be asked to lead the change (or not) - and either is fine.

If your boss's business strategy requires improvements, one approach is to conduct a thorough analysis to identify gaps and optimization opportunities. Subsequently, clear, data-driven recommendations can be presented to your boss, highlighting potential benefits for the company. Communication would be professional, positive, and persuasive, focusing on presenting tangible solutions while remaining open to discussion to foster effective collaboration in implementing necessary changes.

How do you tackle the delicate task of telling your boss is business strategy is not great? That's tough, but as a strategist, it's core to your role to challenge senior management constructively. You need to approach this with a blend of respect, evidence-based suggestions, and a clear outline of potential outcomes. Engaging in open, honest dialogue while demonstrating the benefits of your proposals is key to influencing change and driving the business forward.

Feedback isn’t just about highlighting the storm clouds; it’s about showing the rainbow that follows. Don’t just drop a puzzle in your boss’s lap; hand them the picture on the box. Offer solutions that aren’t just patches but upgrades. Use the SMART framework as your blueprint, crafting suggestions that are as clear as daylight. Show how these ideas not only navigate out of the fog but also chart a course towards uncharted treasures. And don’t just stand on the shoreline; dive in with resources, expertise, and support. Make your feedback the compass that guides your team to new horizons. #divineintervention #gabenfreude

After presenting your treasure map of feedback, it's time to unearth how it was received. This isn't just a monologue; it's the start of a dialogue. Invite your boss to share their perspective, embracing their insights as opportunities to refine your own compass. Asking for feedback shows you’re not just a voice in the room; you’re an ear, too. Employ the feedback sandwich technique—begin and end with positivity, with the meat of constructive criticism in the middle. This method ensures the conversation is a two-way street, paved with mutual respect and a shared journey towards improvement. Let this exchange be the beacon that guides your collective ship forward. #divineintervention #gabenfreude

Il est nécessaire de proposer une solution pragmatique tenant compte des réalités de l'entreprise et du contexte. L'idéal reste de présenter objectivement pourquoi l'on pense que la stratégie proposée par le dirigeant n'est pas adaptée. La clé reste la communication, qui se doit d'être adaptée à l'interlocuteur, positive, et déroulée avec diplomatie et de tact. Faire ressortir son engagement pour le développement de la structure apportera un plus.

An example I have seen is that while I can give out of the box fresh ideas to my boss which deliver novel business value. The feedback from him based on his years of wisdom improves it's effectiveness and chances of success. The combination has been invaluable.

Having the support of your manager or supervisor to a business strategy may be the support you need to reach common goals. You can enhance its appeal by improving the value of the opportunity or defining its goal by using and analizing data related to it and combining the strenght of your company to be used to take advantage of the opportunity with digital tools.