Change is an inevitable part of any organization’s growth and success. However, navigating these shifts, especially when they involve criticism or feedback, can be challenging. This summer I had the honor of speaking at Toyota’s headquarters in Dallas, Texas, where I discussed this very topic with their Women Influencing & Impacting Toyota (WIIT) group through their Business Resource Group. In this post, I’ll share the key concepts we explored around how to voice concerns constructively during a change initiative.
1. Understand Your Underlying Concerns
Before expressing any feedback, take a moment to understand why you’re concerned in the first place. Are you upset because of how the change affects you personally? Or are you passionate about the team’s success and want the initiative to be the best it can be? By digging deeper into the root cause of your emotions, you’ll gain clarity and be able to present your concerns in a more constructive, thoughtful way. For example, instead of simply venting and saying, “This change won’t work,” you could rephrase that constructively and say, “I care deeply about our team’s success, and I believe we can make this initiative even stronger.”
2. Choose the Right Time and Place
Timing is everything, especially when delivering sensitive feedback. It’s easy to blurt out concerns in the heat of a meeting, but it’s important to find an appropriate moment when both you and your leader can focus on the conversation. A hurried Zoom call or a crowded team meeting is not ideal for serious discussions. Instead, find a more private or scheduled opportunity where you can fully explain your concerns without distractions.
3. Focus on the Issue, Not the Person
When providing feedback, it’s crucial to focus on the behavior or process that’s causing concern, rather than attacking individuals. Even if someone’s actions are contributing to a problem, keeping the conversation professional and solution-focused helps maintain respect and avoid personal attacks. By framing the conversation around the impact of certain behaviors or decisions, you can keep the focus on improving the process rather than assigning blame.
4. Use “I” Statements
“I” statements are a great way to express your perspective without making others feel defensive. Instead of saying, “We all think this change is terrible,” try saying, “I feel concerned about how this change will impact our workflow.” By framing your concerns from your point of view, you open up the conversation for dialogue and reduce the likelihood of conflict. Remember, no one can argue with how you feel.
5. Propose Solutions, Not Just Problems
It’s easy to point out flaws, but true leadership comes from offering solutions. When you raise concerns, be prepared to suggest ways to improve the situation, even if your ideas aren’t fully developed. Presenting even half-baked solutions shows that you’re committed to the team’s success and aren’t just poking holes in the plan. Leaders value team members who come with ideas, even if they’re not perfect, because it demonstrates initiative and a desire to help.
6. Be Prepared to Listen
Once you’ve voiced your concerns, don’t forget to listen. Change initiatives often involve complex factors, and there may be reasons for decisions that you aren’t aware of. By being open to feedback and willing to engage in a two-way dialogue, you’ll not only contribute constructively but also foster an environment of psychological safety. Your team will appreciate that you’re not just talking at them, but listening and considering their input as well.
Conclusion: Constructive Feedback as a Path to Leadership
Providing constructive feedback during a change initiative is about more than just voicing concerns—it’s about positioning yourself as a team player and a leader. When you approach criticism thoughtfully, focusing on solutions and maintaining open dialogue, you build trust and respect within your team. Whether your feedback leads to changes or not, you’ve made yourself invaluable as someone who can communicate effectively and listen deeply.
I hope these tips help you navigate your next change initiative with confidence and grace. If you found this post helpful, be sure to like, subscribe, and share it with your colleagues! Let’s continue the conversation on how we can lead through change together.
Until next time,
Dr. Julia