In business, it’s often said that people are a company’s greatest asset. While this has become a familiar business cliché, it holds undeniable truth. Every organisation is completely dependent on the performance of its teams, regardless of the functions or levels within the business.
The responsibility for fostering high-performing teams lies firmly with leadership. In other words, the best organisations are led by those who actively nurture a culture of excellence.
Insaaf Daniels, Human Capital Director at RedPanda Software, shares valuable insights into the art of providing constructive feedback and mastering discipline to build better performers.
“Effective leadership is not just about managing people, but about developing them into their best selves. That requires emotional intelligence, empathy, and the ability to navigate complex human dynamics,” Insaaf explains.
Embrace Conflict as an Opportunity
Conflict is an inevitable part of any organisation, stemming from differing opinions, behaviour challenges, or a lack of accountability. However, instead of avoiding or suppressing conflict, leaders should see it as an opportunity to strengthen teams.
“When leaders approach conflict resolution proactively, they can foster an environment where diverse ideas lead to innovative solutions,” Insaaf suggests.
Tackling issues head-on, rather than letting them fester, prevents negativity from spreading through the organisation, ultimately building stronger, more collaborative teams.
Build a Culture of Respect and Trust
Establishing a safe space for feedback is critical.
“Leaders should lay out clear ground rules that encourage open communication and respect for diverse viewpoints. This helps employees, especially newer team members, feel comfortable voicing concerns without fear of victimisation,” Insaaf says.
Building trust and rapport among teams is essential for creating a culture where honest dialogue can thrive. When feedback is delivered within an environment of mutual respect, it makes it easier for individuals to engage effectively with criticism—whether it’s positive or corrective.
Strike While the Iron Is Hot
Timing is everything when it comes to feedback. Insaaf advises, “Providing feedback immediately after an issue arises is crucial. Waiting too long gives the problem a chance to grow, often turning a small issue into something much larger.”
Effective leaders learn to balance autonomy and support, ensuring their team members feel both empowered to take ownership of their work and guided in how to improve.
Tailor Your Communication to Your Audience
One size doesn’t fit all when it comes to feedback. Different personality types, generations, and even cultural backgrounds shape how people respond to criticism.
“Leaders need to be adaptable,” Insaaf says. “A full stop at the end of a sentence can feel abrupt to one person and perfectly neutral to another. These subtle differences in communication styles must be recognised and addressed with empathy, not just facts.”
Celebrate Successes
While constructive criticism is necessary, so is recognising success.
“Celebrating even the small wins helps motivate employees and reinforces the behaviours and results you want to see.” However, she cautions that praise should be meaningful and tied to specific achievements to avoid becoming generic or overused.
“Meaningful recognition fosters motivation and drives continued success.”
Ongoing Support and Regular Check-Ins
Feedback should be an ongoing process. Insaaf advocates for regular check-ins with team members to assess progress and offer additional support.
“It’s not enough to provide feedback once and walk away. Leaders must follow up to ensure continuous improvement and personal accountability.” Adjusting the feedback approach to suit each employee’s unique needs is crucial for maximising performance and growth.
The Art of Feedback and Discipline
Mastering the art of constructive criticism and discipline may be impossible, but Insaaf believes it’s a journey worth pursuing.
“Leaders who understand the nuances of effective feedback—balancing critique with praise, adapting to different personalities, and fostering a safe space for communication—are the ones who build high-performing teams.”
By nurturing empathy and maintaining regular contact, leaders can unlock the true potential of their teams, cultivating a culture of excellence that drives success.
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