Before giving any feedback, it’s important to understand that every relationship is two-sided. If you’re having interpersonal issues while working with someone, it’s just as much on you as it is on them to change, in order to get to a better working relationship.
As the manager, model the behavior you want to see by proactively asking for feedback, and not only that, acting on it. You may not agree with feedback about your behavior, but this is when you want to dig deeper to understand where that feedback is coming from. Then you can choose how you want to address it. Get people to articulate the problem they’re seeing rather than jumping to a solution (that you may not agree with). You need to be sensitive to problems on your team even if it’s not articulated that way. If you’re having difficulty with someone, sometimes it will be that individual’s behavior that is problematic, but first check yourself.
One of the hardest parts of becoming a better person and a great leader is developing self-awareness. You are a leader because you have many strengths. However, it is also those same strengths that can be a source for blind spots. Our blind spots are the biggest hindrances to personal development, because they’re literally areas we cannot see. Which is why it’s all the more important to be open to feedback (even if you don’t agree with it) that you may need to change your behavior and the way you interact with others.
Source: “When It Comes to Feedback, Start with Yourself”, Alicia Liu, https://blog.navapbc.com/when-it-comes-to-feedback-start-with-yourself-801684120cca