Patience At Work Is Often Tested. 6 Ways To Strengthen This Essential Quality

In an era ravaged by the unexpected, managers are expected to handle both good and bad situations with unstoppable efficiency. However, the dearth of patience has been observed to be one of the biggest roadblocks to effective management. Being patient is as much of a virtue as it is a trait that shows maturity and leadership qualities. You must, therefore, exercise patience when you are making decisions, giving direction, and working with others all at the same time. This article is all about the ways in which you can develop patience as a trait while working as a manager. It takes this attribute with utmost importance and outlines some of the ways in which you can develop it.

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Patience At Work Is Often Tested. 6 Ways To Strengthen This Essential Quality
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What is it to have patience?

Patience is a virtue. It applies to the ones who are willing to endure difficulties and enjoy their success in doing so. So, what does that mean, exactly? It is the ability to wait calmly for something you want or need. It’s being able to resist the urge to act impulsively. And it’s also being content with doing things at a slower pace. Patience is not simply waiting. It’s waiting with purpose. When you’re working on a long-term goal, it’s easy to get discouraged. Especially when things don’t seem to be going your way. But if you have patience, you’ll be able to see the big picture. You’ll know that the work you’re doing now is for a greater purpose. And that’s what will keep you going when times are tough. As a manager, you are constantly juggling many different tasks and responsibilities. It can be difficult to maintain your composure when things don’t go according to plan. But the ability to have patience is one of the most important traits you can possess. There will be times when things don’t move as quickly as you would like them to. There will be times when employees don’t meet your expectations. Also, there will be times when customers are less than pleased with your service. But if you have the patience to see these events for what they are, you will be able to move through them successfully.

Managers need the patience to achieve greatness in their roles

Before managers can truly begin to help their team grow and develop, they must be committed to helping their people reach their potential. They need the patience that allows for a period of change. You need it as a manager because it forces you to take long-term perspectives on situations far from perfect or predictable. Being patient is one of the most important, but often underrated skills for managers. Successful management requires the ability to plan long-term, set realistic goals and expectations, and remain calm under pressure. A manager who can display it will be better able to handle difficult situations, guide subordinates, and maintain a positive attitude during challenging times. A great manager understands that success does not happen overnight and that it takes time, effort, and patience to achieve results. Moreover, this involves understanding that certain things take time and cannot be rushed. It also means being able to tolerate setbacks and delays without becoming frustrated. In some cases, it may be necessary to step back and reassess a situation to maintain patience. Managers who can effectively develop it will be better equipped to handle difficult situations and achieve long-term success. Therefore, it’s clear that managers do need the patience to achieve higher effectiveness and greatness in their roles. Patience being a trait of a manager can bring a lot of benefits which we’ll talk about further in this blog.

The benefits of having patience

The benefits of having patience for managers mostly come in the form of abilities. A manager with good ability to be patient will be successful in

Keeping a cool head in difficult situations
Making key decisions
Finding better solutions to problems
Keeping subordinates motivated and aligned with organization goals
Improving communication effectiveness
Creating a positive work environment
Creative thinking
Showing empathy
Self-awareness
Changing behavior among underperforming employees and in turn also
Improve the quality of their performance

Types of patience that all managers should master

There are different types of patience that all managers should master to be successful. Some of these include

Long-term perspective

A long-term perspective is a type of patience that gives the ability to see a situation from a longer-term view than what is happening currently. By taking a longer-term view, one can avoid getting caught up in the moment. They can instead focus on the bigger picture. This allows for better strategic planning and more effective decision-making when things get tough.

Resilience

Leaders have the opportunity to show composure and resilience underneath pressure. Resilience is a good example of how long-term perspective goes hand in hand with being patient. It shows how one can persevere through difficult times while taking into account the entire situation’s facts.

Patience under pressure

One of the most important aspects of being a great manager is having the patience to handle difficult situations under pressure. Whether it’s waiting for a delayed project deadline or dealing with an irate customer, great managers know how to keep their cool and get the job done. This includes keeping a sustained level of tolerance when dealing with disgruntled employees or angry customers who don’t think their complaints are getting attention soon enough.

Patience in negotiations

Negotiating is one of the most difficult parts of being a manager. It is incredibly important for them to avoid undue criticism during negotiations. Being patient here can help managers not take things personally. They can then stay focused on getting what they want out of the negotiation. A great negotiator knows how to show vulnerability for her counterparts to feel more receptive when making concessions.

Patience with new initiatives

New initiatives are likely to be met with resistance and perhaps anger – but great managers know how to handle this situation. They do it by being patient throughout the process and by communicating clearly. It is also important, to be honest about the changes that need to occur.

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How to be patient at work? 6 Effective tips

Most managers would agree that, in general, they could use more forbearance at work. But how can you go about developing patience as a permanent trait? There are a few tips that can help in this regard.

Have good control of your emotions

Managers need to control emotions when dealing with colleagues and customers. Having good control of emotions is the first step toward developing patience. Having control of emotions will stop managers from getting angry or sad easily or being too excited about victories that are yet to come etc. These are clear signs of being patient as a manager. Not having this emotional intelligence will force managers to show impatience at the most crucial times which can be very bad for their role.

Stay objective

Managers should not get wrapped up in the emotions of the situation or become adversarial. This will only make it harder for them to calmly and objectively assess what is happening and figure out a solution.

Take things slowly

When managers first encounter something new or difficult, they should take a step back and try to understand everything before making any decisions or taking any actions. A manager needs to remind himself that taking things slow is still a decision. It shows patience and perceptive awareness and lets them make the right choices in the long run.

Build trust within yourself

This will ultimately lead managers to demonstrate patience for their subordinates or employees. It is important as these people at times, might not have good intentions towards them. That can be because of misunderstandings arising from their history with those people. With time, they may learn to trust them again and follow their words and advice. Managers should also develop a trusting relationship with themselves to get better at resisting the urge to give up or back down when things look too difficult or unpleasant. It is only by setting oneself off-limits that they can truly grow as managers. Otherwise, they will always be limited by what ‘they’ have already done rather than doing something new, different, and constructive of themselves.

Maintain self-discipline

This is one of the most important skills to develop patience as a manager. It involves managing yourself, at all times and in every situation that you may find yourself, whether good or bad. To effectively develop tolerance as a trait, managers must maintain a positive attitude and exercise appropriate self-discipline. They should show the strength of character necessary to remain calm, composed, and confident in difficult situations. They should expect the best out of themselves yet accept that things may not always go as planned or expected.

Focus on things that matter

To develop strong patience as a manager, one needs to shift their focus from small things to the big picture. It will stop them from drifting away with small successes or failures. They will be able to develop the tolerance necessary for continuously pursuing their final goal.

Conclusion

This blog post is about how to develop patience as a trait while working as a manager. The importance of being patient is not only in the workplace but also in life itself. In the workplace, if managers do not have tolerance, they will quickly grow frustrated with their employees and tire of them if leads to disengagement. Conversely, if managers have strong patience in the workplace, then it results in greater opportunities for success. We believe that if managers can follow the tips listed in the blog above, it will be as easy as it can be for them to develop patience as a permanent trait for themselves.

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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Why is patience necessary for a manager?

Patience is a necessary part of emotional intelligence for managers. Managers cannot act impulsively and based on emotions solely as they have to respond to multiple stakeholders on behalf of the team. Hence, managers need to be patient so that they can smartly face challenges and difficult situations and persist toward long-term goals.

Why is patience important in an organization?

Patience is a great quality to have in the workplace. It helps managers and teams stay consistent even in the face of obstacles and challenges. A patient organization reduces stress in its surroundings and ensures positive interactions through well-thought conversations.

How does patience shape you as a leader?

Patience shapes the core of a leader. This quality helps leaders recognize that they need to be understand people and situations without reacting at the first instance. It builds emotional intelligence and foresightedness.

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37 Constructive Feedback Examples to Supercharge Your Leadership

Feedback is a vital management communication tool. Feedback can help people improve, making the team better at what it does. Providing constructive feedback can be challenging for managers, though. Managers want feedback that will help the employee improve, but they also want employees to feel understood and supported. With all of this in mind, managers need constructive feedback examples they can give their team to inspire and help them grow. In this blog, we’ll help you understand constructive feedback examples that you can use in your work environment or with your family or friends.

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37 Constructive Feedback Examples to Supercharge Your Leadership
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How do you give Constructive Feedback: Examples for Managers

Providing constructive feedback is essential to any manager’s role, as it helps employees understand their strengths and areas for improvement. It also allows employees to grow and develop, ultimately contributing to the organization’s overall success. The following are some constructive feedback examples that managers can use during performance reviews or in regular one-on-one meetings with their team members. These constructive feedback examples cover various topics, including communication, performance review, time management, etc.

Constructive Feedback Examples for Communication Skills

Effective communication is a key component of success in any professional setting. The ability to clearly and effectively convey thoughts and ideas, as well as actively listen to others, is essential for building strong relationships, fostering teamwork, and achieving goals. The following are some constructive feedback examples related to communication skills:

In our team meeting yesterday, I noticed that you didn’t give clear and specific instructions when delegating tasks to the team. It would be beneficial to be more specific and provide examples of what you expect from the team to improve overall communication and productivity.
In the presentation you gave to the client last week, I noticed that you didn’t make much eye contact with the audience. This can be perceived as a lack of confidence or interest in the topic. It would be beneficial for you to practice making eye contact and engaging with the audience during future presentations to improve your communication skills.
In the email correspondence with our department head, I noticed that you used a lot of technical jargon that the department head might not be familiar with. It would benefit you to simplify the language and explain any technical terms you use to improve the overall understanding and communication.
During the team meeting, I noticed that you didn’t give feedback or acknowledge the contributions of your team members. It would be beneficial to actively listen to your team members and provide feedback on their ideas and contributions to improve team dynamics and communication.
In the conference call with our international partners, I noticed that you didn’t clearly state the main points or objectives of the call. It would be beneficial for you to provide an agenda or summary of the main points to be discussed to improve the overall communication and productivity of the call.

Constructive Feedback Examples for Areas of Improvement

Here are some examples of constructive feedback to employees that managers can give to highlight areas of improvement:

Initiative: “You’re doing well in your current role, but I believe you can excel even further by taking more initiative. Try seeking opportunities to lead new projects or proactively offering your assistance to team members.”
Team Collaboration: “While you’re doing great individually, I believe there’s room for improvement in terms of collaboration within the team. Consider actively seeking input from your teammates and offering your support to others.”
Decision Making: “I’ve noticed that you sometimes hesitate to make decisions, especially when faced with ambiguous situations. Trust your judgment and be more decisive, keeping in mind that mistakes are opportunities for growth.”
Innovation: “You have excellent problem-solving skills, and I encourage you to think more innovatively when tackling challenges. Brainstorming with the team or seeking inspiration from external sources could help spark new ideas.”
Presentation Skills: “Your content is strong, but your presentations could be more engaging. Work on using visuals, storytelling, or incorporating anecdotes to captivate the audience and leave a lasting impression.”
Handling Feedback: “When receiving feedback, try to remain open and receptive rather than becoming defensive. Constructive criticism is meant to help you grow, and embracing it positively will lead to continuous improvement.”
Dealing with Conflict: “I’ve noticed a few instances where you seemed uncomfortable addressing conflicts within the team. Developing conflict resolution skills will help maintain a harmonious work environment and build stronger relationships.”

Constructive Feedback Examples for Performance Review

Performance reviews are an important tool for evaluating an employee’s strengths and areas for improvement. They provide an opportunity for managers and employees to have an open and honest conversation about job performance and to set goals for future development. Here are some constructive feedback examples for performance review:

During the past quarter, I noticed that your presentation skills had improved greatly. You have effectively communicated your ideas and presented data clearly and concisely. However, I would like to see your work on your ability to anticipate and address potential questions or concerns from the audience. Practicing and seeking feedback on your presentations would be a great way to further improve in this area.
I’ve observed that you consistently meet your sales goals and exceed expectations. However, I’ve noticed that you could benefit from improving your ability to manage your time more effectively. Specifically, I suggest you prioritize your tasks and create a schedule to help you stay organized and on track. Additionally, taking advantage of the available resources such as time management tools could help you further improve in this area.
I’ve noticed that your team’s performance has been consistently high, largely due to your excellent leadership skills. You have been able to communicate your expectations and provide clear direction effectively. However, I’ve noticed that you could benefit from being more approachable and open to feedback from your team members. Creating an open-door policy and encouraging team members to share their ideas and concerns would be a great way to improve this area.
You have been an asset to the team with your strong analytical skills and attention to detail. However, I’ve noticed that you could improve your ability to work effectively with others. Specifically, I suggest you work on your active listening skills and actively seek input and feedback from your team members. Additionally, practicing your collaboration and teamwork skills would be a great way to improve in this area.
I’ve noticed that you have been taking on additional responsibilities and displaying a willingness to take on more. However, I’ve seen that you could benefit from improving your ability to manage stress and maintain a work-life balance. Specifically, I suggest you develop a self-care routine and set clear boundaries to ensure you have time for yourself outside of work. In addition, learning coping mechanisms such as meditation or mindfulness exercises could help you further improve in this area.

Constructive Feedback Examples for Time Management

Effective time management is a crucial skill that can make a big difference in one’s productivity and success. Constructive feedback can help individuals identify areas where they can improve their time management techniques and make changes that will benefit them in the long run. Following are some constructive feedback examples for time management:

I noticed that you tend to struggle with meeting deadlines. In the future, it may be helpful for you to create a detailed schedule or to-do list to manage your time better and ensure that all tasks are completed on time.
I noticed that you often take on more tasks than you can handle. It would benefit you to prioritize your responsibilities and focus on completing the most important tasks first rather than trying to do everything at once.
I noticed that you sometimes get sidetracked during the workday. It may be helpful for you to set specific, time-bound goals for each task and to remove any distractions from your work environment to improve your focus and productivity.
I noticed that you sometimes procrastinate on certain tasks. It may be helpful for you to break down larger projects into smaller, more manageable tasks and to set specific deadlines for each one to stay on track.
I noticed that you sometimes get overwhelmed by the work you must do. It would be beneficial for you to schedule regular breaks throughout the day to recharge and refocus and to learn to say no to additional responsibilities when you are already stretched too thin.

Constructive Feedback Examples for Punctuality

Here are five constructive feedback examples for employees related to punctuality:

I noticed that you have been consistently late to our team meetings. It’s important for everyone to arrive on time so that we can make the most of our time together. Can we work on finding a solution to help you be on time for our meetings?
I appreciate your commitment to getting your work done, but I noticed that you sometimes arrive late to the office. This can disrupt the flow of the team and impact our ability to meet our deadlines. Can we talk about ways to help you manage your time more effectively?
I understand that life can be unpredictable, but arriving late to our scheduled appointments can create confusion and frustration for our clients. Can we work together to find ways to make sure that we arrive on time for all of our appointments?
You have been consistently late for our 1:1 meetings. This makes it difficult for me to keep to my schedule and can also send the message that you don’t value the time we have set aside to meet. Can we discuss ways to help you arrive on time for our 1:1s?
I noticed that you have been arriving late to team events, such as team lunches or team building activities. These events are important for building relationships and improving team morale. Can we find ways to ensure that you arrive on time for all team events in the future?

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Constructive Feedback Examples for Collaboration

Here are five constructive feedback examples for employees related to collaboration:

I noticed that you tend to work independently on projects and don’t engage with your team members as much as I would like. It’s important for us to work together as a team and share our skills and knowledge. Can we discuss ways to help you collaborate more effectively with your team?
I appreciate your creative ideas, but I noticed that you sometimes struggle to work effectively with others. It’s important for us to be able to work together and find common solutions. Can we discuss ways to help you be more open to feedback and collaboration?
I understand that you have a strong work ethic, but I noticed that you sometimes neglect to include others in your work. It’s important for us to work together and share the workload. Can we schedule a time to discuss ways to help you be more collaborative and inclusive in your work?
I appreciate your commitment to your work, but I noticed that you sometimes resist collaboration and don’t take advantage of the expertise and knowledge of your team members. It’s important for us to work together to achieve the best outcomes. Can we discuss ways to help you be more open to collaboration and seek the input of others?
I noticed that you sometimes struggle to work effectively with team members who have different work styles or approaches. It’s important for us to be able to work together, despite our differences. Can we discuss ways to help you be more open-minded and collaborative, even when working with people who have different work styles?

Constructive Feedback Examples for Quality of work

Here are five examples of constructive feedback related to the quality of work:

I appreciate your attention to detail, but I noticed that some of the work you submitted had errors in it. It’s important for us to deliver high-quality work to our clients. Can we discuss ways to help you double-check your work before submitting it?”
I noticed that your recent projects have been delivered on time, but there have been some inconsistencies in the quality of your work. It’s important for us to maintain high standards of quality in everything we do. Can we schedule a time to review your work together and identify areas for improvement?
I understand that you have been working under a tight deadline, but the quality of your work has suffered as a result. It’s important for us to prioritize quality and make sure that our work meets the standards that we set for ourselves. Can we work together to find a solution that allows you to meet your deadlines and deliver high-quality work?
I appreciate your willingness to take on new projects, but I noticed that the quality of your work has not been up to your usual standards. It’s important for us to maintain our reputation for delivering excellent work. Can we discuss ways to help you manage your workload and ensure that the quality of your work remains high?
I understand that you have been working on complex projects, but I noticed that the final deliverables have not been meeting the expected quality standards. It’s important for us to deliver work that meets the highest standards of quality. Can we work together to identify the areas that need improvement and develop a plan to ensure that your work meets the expected quality standards in the future?

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Conclusion

With feedback being such a crucial part of team-building and employee development, managers must be able to give constructive feedback that helps their team members improve. The constructive feedback examples we discussed above are some of the most common methods that have proven successful. You can use them as a starting point when giving feedback to your team members or adapt them to suit your team’s specific needs.

Aastha Bensla

Aastha, a passionate industrial psychologist, writer, and counselor, brings her unique expertise to Risely. With specialized knowledge in industrial psychology, Aastha offers a fresh perspective on personal and professional development. Her broad experience as an industrial psychologist enables her to accurately understand and solve problems for managers and leaders with an empathetic approach.

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Constructive Feedback Examples FAQs

What is an example of constructive feedback in a performance review?

Example of constructive feedback in a performance review: “You’ve shown strong leadership skills and achieved significant project milestones. To enhance team collaboration, consider involving others in decision-making and providing clearer instructions for better task allocation.”

What are the two types of constructive feedback?

Two types of constructive feedback: Positive reinforcement, highlighting strengths and achievements, and developmental feedback, focusing on areas of improvement and actionable steps to enhance performance.

How do you give good feedback examples?

Giving good feedback examples: Be specific, focus on behavior or actions, use a constructive tone, offer actionable suggestions, and balance praise with areas for improvement. Create a supportive environment and encourage open dialogue for effective feedback exchanges.

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Do you find yourself constantly following up with your teams?

Following up with the team is hard. I get it. It is even harder to do it constantly and get a little response from the team. Teamwork is essential for any business, but it’s even more critical for your success as a manager. As a manager, you are responsible for many tasks, and you are expected to deliver that with the help of your team. If you and your team don’t deliver on time, it impacts the team’s performance and overall career progress for everyone involved. So, where is it going wrong? Is your team not capable enough? Maybe! Or are they not taking enough ownership of their work? Possible. You can’t give up on them just like that. So what can you do? What if your team felt comfortable coming to you and giving you updates? So the first question to ask yourself is, do they feel comfortable coming to you and discussing their challenges, roadblocks, and failures with you? As a manager, it helps to be approachable and personable. If you become more approachable, you won’t have to follow up that often.

Being approachable is key to building good relationships. It can be challenging to be approachable at first, but it becomes easier with a little bit of practice. Here are three ways to be more approachable:

Be aware of your facial expressions and use them to control how people perceive you. For example, a smile can be a powerful tool for building trust and rapport.
Be honest and upfront about your needs – don’t make assumptions. This way, the team can be sure that they’re addressing your concerns and that you’re not just asking for favors.
Speak in a positive tone – it will show that you’re interested in working with the team. By being positive, you’ll put the team at ease and increase the chances of a successful outcome.

If you want to go deeper, we have listed a few steps that you can implement in behavior and process to become more approachable to your team. Another common reason managers find themselves in a constant follow-up situation is not setting clear expectations and deliverables. Setting SMART goals helps encourage team members to reach their potential and achieve the goals you’ve set for them. By defining and focusing on the goals, you create a sense of ownership and encourage them to work hard towards them.

Once they know what they are after, they will chase it. As a manager, you won’t have to check with them daily. Isn’t that liberating for everyone involved? The trick is to do SMART goals properly. Here is a detailed guide on how to do it. Finally, patience is a virtue when you find yourself in this situation. Practice patience, and you will soon find that the rewards are immense. Remember that everything happens at its own pace and that you shouldn’t try to rush things. When following up with the team, be patient and know that they will eventually get back to you. If you want to take things further, make sure that your follow-up is personal. Sending an email rather than just texting or calling will show that you’ve taken the time to get to know them better and can help create a stronger relationship. But don’t be this guy 👇

Chances are that your team is under stress, and it would be a great help if you figured out how you could handle those times when everything seems like an uphill climb. In addition, treat each member of the team individually. By communicating with them directly and personally, you will get a lot closer to knowing what they require from you to do their best work. There are more benefits to practicing patience while leading teams. Here are 6 tips that can help you develop it. Being approachable and having the ability to practice patience are both essential for any team member. By following up less often, you’ll not only be more likely to connect with your team members, but you’ll also avoid any misunderstandings. I would love to hear from you when you implement these tips. If you face challenges, talk to me.