Lindsey Nehls

Here's the "no drama" feedback model I use: State the facts: Mention the specific behavior or situation. State how you feel: Share your emotions, keeping it light or detailed as needed. Describe the impact: Explain the broader implications of their behavior. Ask a gentle question: Encourage dialogue with questions like, "How do you see this?" or "What do you think?" This approach fosters connection, reduces defensiveness, and promotes understanding.

Remember you can use this "no drama" framework to give feedback or work through a tough conversation with a stakeholder: How to Give Feedback: State the Facts: Mention what you've noticed about the situation or behavior. Express Your Feelings: Share how you feel about it. In tough conversations, give more detail; for team feedback, keep it lighter (e.g., "I feel worried" or "I feel confused"). Describe the Impact: Clearly and kindly explain the wider implications of their behavior. Ask a Gentle Question: Encourage dialogue with questions like "How do you see this?" or "What do you think?" to avoid defensiveness and understand their perspective.

Plan your goal by writing down what you want from the conversation, e.g., "I want to make sure I've put my point across clearly" or "I want to have at least 2 actionable steps for progress." Also, consider the outcome you want for the other person, aiming for them to feel heard or positive about the solution. Think about your behavior in the conversation. If you shut down, remind yourself to be firm. If you get flustered, stay calm and composed. If you get cross, aim for respect and empathy. Note down how you want to behave.

As a transformational leader, fostering trust and collaboration involves setting clear and explicit expectations. Start by defining both the "what" (roles, responsibilities, goals) and "how" (behaviors, skills, competencies) for your team. Document these expectations and ensure they are accessible. Regularly revisit and update them through team check-ins. Create opportunities for bidirectional feedback to ensure alignment and understanding. Foster psychological safety by encouraging open communication, making your team feel safe to ask questions and share concerns. Tailor communication to meet individual preferences, ensuring clarity and understanding, and over-communicate to maintain alignment and trust.

Storytelling is crucial for building trust and psychological safety within teams. It helps leaders connect with their team on a human level, enhancing relatability and authenticity. Stories make abstract concepts tangible and memorable, such as explaining psychological safety through real-world examples like Google’s Project Aristotle. They capture attention and model desired behaviors, demonstrating vulnerability, curiosity, and acknowledgment of others' input. Additionally, storytelling frames mistakes as learning opportunities, fostering a culture of continuous improvement. In essence, storytelling builds connection, enhances understanding, encourages engagement, models behavior, and facilitates learning.

To monitor and evaluate the progress of communicating vision and goals to stakeholders, I implement a structured approach: Set Clear Metrics: Define specific, measurable outcomes related to stakeholder understanding and engagement. Regular Feedback: Collect feedback through surveys, interviews, and meetings to gauge stakeholder comprehension and buy-in. Communication Audit: Periodically review communication channels and materials to ensure clarity and consistency. Stakeholder Analysis: Monitor changes in stakeholder attitudes and behaviors using tools like stakeholder mapping and engagement tracking. Use gathered data to refine messaging and communication tactics, ensuring alignment with stakeholder expectations and needs.