Tips for Providing Direct and Empathetic Feedback

Why is feedback often resisted? 🤔 I often see people get defensive when receiving feedback and shy away from giving feedback. Feedback is a GIFT.   When done well, it can be a huge support in strengthening a relationship.  The best way to share feedback is to INVITE it. 5 SIMPLE STEPS TO SHARE FEEDBACK EFFECTIVELY: 1) Ensure the receiver is in a good energy space 2) Share it soon after you notice the behavior so you have a fresh example 3) Don’t direct the feedback at the person, inquire around what you were noticing they might have been experiencing so they have a chance to share their perspective.  For example, “I noticed you seemed a little uncomfortable in that customer meeting...how were you feeling?” This helps make it less personal so the receiver doesn’t immediately get defensive and feel ashamed that they did something wrong. Any change is also more likely to happen if it comes from the person themselves recognizing it and desiring it based on how they felt. 4) Navigate how you proceed depending on their response and share openly why you are asking #3 5) Ask for permission & start with the positive. Then, after they share their perspective, see if they are open to receiving some feedback from you on what you observed.  For example, I love how you opened the meeting by creating some positive energy with the customer.  It made me feel energized too and I felt a greater connection being formed.  Like you just shared with me, I too noticed you feeling uncomfortable with the materials you wanted to present.  Is there anything I can do to support you in that prep so you feel more confident in the next meeting? The key to effective feedback is to create a space where someone doesn’t feel attacked and takes something super personal. Couch the constructive in the positive. Not shying away from feedback and delivering it well is critical to build trust, connection, grow, and positively move forward together, both in business & in life! Thoughts? When have you experienced feedback that you took and it made a positive impact on you and your relationships? What did you learn that can help others? 👇 #PersonalDevelopment #Communication #EmotionalIntelligence

Are you generous in your feedback? "Good job" is not generous feedback. "You did such a great job" is not generous feedback. "You could do this better" is not generous feedback. 💬 What makes feedback feel generous? It makes people feel: ✔️ Seen ✔️ Valued ✔️ Respected ✔️ Understood ✔️ Capable of more Every generous feedback is unique because: It points out exactly what you did, why it mattered, and how you can grow.   👥 Great leaders give generous feedback often. They’re generous with their time, preparation, thoughtfulness, and delivery. They don’t rush it. They plan it. They make space for it. And they do it in a way that feels encouraging, respectful, and motivating.   👉🏼 If you want to be more generous in your feedback, try this: ✔️Plan it – Don’t wait for the perfect moment. Create and prepare for it in detail. ✔️Show belief – Express the intent for feedback is belief in the person and their potential. ✔️Be specific and detailed – Reference context, visible behavior, the good and the bad, and break it down. ✔️Be timely – Offer it close to the event. ✔️Explain the impact – Why did it matter? What was the ripple effect? ✔️Offer empathy – Show you understand their perspective. ✔️Offer a next step – Suggest something to build on it or shift it. ✔️Stay connected – Invite dialogue. Make it safe to engage. 💡 Generous feedback empowers and elevates people. I puts them into a growth mindset. Forget constructive criticism. Give generous feedback instead. Generous feedback fuels potential.   For example, ❌ CONSTRUCTIVE CRITICISM: "You could’ve organized your points more clearly. People were confused about your main takeaway. Next time, try using bullet points or a framework."   Vs.   ✅ GENEROUS FEEDBACK: "I really appreciated that you spoke up and brought a fresh perspective. It sparked a lot of conversation. And that takes courage in this room. When you shared your idea about streamlining the client process, it really stood out. One way to make it land even stronger is to lead with your key takeaway first. That way, people can understand it faster and engage with the details. Want to brainstorm some structures together?”   🗣️ When was the last time someone gave you generous feedback? How did it make you feel? Let’s make feedback a gift, not a task.   #Leadership #FeedbackThatLands #PeopleDevelopment #GenerousLeadership #SpeakToLead #EmotionalIntelligence #TeamCulture

Your primary role as a leader is to develop your team members. Providing regular, timely feedback is a necessary aspect of helping them reach their potential. But sometimes, feedback can unintentionally come across as criticism, making teams defensive rather than inspired. The difference lies in your approach. Where Leaders Go Wrong: 1) 🕛 Timing: Jumping on mistakes as they happen can make team members feel targeted. 2) 👥 Setting: Offering criticism in front of peers and in a public forum can embarrass and demoralize. 3) 🗣 Lack of Specificity: Vague feedback leaves team members confused about how to improve. Here’s how to ensure feedback is useful: 1) ⏸ Pause and Plan: Give yourself time to consider and frame the feedback. This allows you to approach the situation with a clear, constructive plan rather than a reactive comment. 2) 👨🏫 Choose the Right Setting: Feedback should be a private conversation, not a public spectacle. This creates a safe space for open dialogue. 3) 🎯 Be Specific and Actionable: Clearly articulate what needs improvement and offer specific, actionable steps to achieve this. Set benchmarks and measurements for growth and follow-up. This shows your commitment to their growth. 4) 🚩 Focus on the Behavior, Not the Person: Emphasize that the feedback is about actions and outcomes, not personal attributes. This encourages a growth mindset. 5) 🗣 Invite Dialogue: Feedback is a two-way street. Encourage your team members to share their perspectives, fostering a collaborative approach to improvement. Next time you have feedback to give, apply these 5 steps. You’ll find defensiveness shifts to receptivity and results. #feedback #growth #communication #leadership #executivecoaching

In any collaborative environment, providing constructive and thoughtful feedback is a skill that can elevate both individuals and teams. Here's a quick guide to mastering the art of giving good feedback: Address the behavior or outcome you want to discuss with precision. Specific feedback is more actionable and easier to understand. Additionally, provide feedback as close to the event as possible, ensuring its relevance and impact. -Begin by acknowledging what went well. Positive reinforcement sets a constructive tone and helps the recipient understand their strengths, fostering a more receptive mindset for improvement. -Frame your feedback in a way that encourages growth rather than focusing solely on mistakes. Offer solutions or alternatives, guiding the individual toward improvement. Avoid personal attacks and maintain a professional, supportive tone. -Express your feedback from a personal perspective using "I" statements. This approach helps avoid sounding accusatory and emphasizes your observations or feelings about the situation. -Critique actions and behaviors rather than judge the person's character. This helps the individual understand what specific actions can be adjusted or improved. -Feedback should be a two-way street. Encourage the recipient to share their perspective, thoughts, and potential solutions. A collaborative discussion fosters a sense of ownership and commitment to improvement. -A healthy feedback mix includes both positive reinforcement and developmental guidance. Recognize achievements and strengths while offering insights into areas for growth. This balance creates a well-rounded view and motivates continuous improvement. -Pay attention to your tone and body language when delivering feedback. A respectful and empathetic approach enhances the impact of your message. Ensure your feedback aligns with your intention to support and guide rather than criticize. -Effective feedback doesn't end with delivery. Follow up to check progress, provide additional guidance, and show ongoing support. This reinforces the idea that feedback is a continuous process aimed at improvement. -Just as you provide feedback, be open to receiving feedback on your communication style. Continuous improvement applies to everyone, and being receptive to constructive criticism enhances your ability to provide effective feedback in the future. Remember, the goal of good feedback is to inspire growth and improvement. By incorporating these principles, you contribute to a positive and collaborative environment where individuals and teams can thrive. What would you add?

🚀 Do you have a team member that needs to improve? Try this CEDAR method, a 5 simple step process to turn feedback into real change. 👉 Imagine you're a manager giving feedback to an employee, Jordan, who has been consistently submitting reports late over the past month. C - Context 🔍 Begin by setting the context. Explain when and where the behavior or action you're discussing occurred "Jordan, I want to discuss the monthly sales reports. Specifically, I'm referring to the last four reports you were responsible for. I know it is not like you to have reports submitted late." E - Evidence 📊 Provide specific examples of the behavior or action. These examples must be factual and objective. "Each of these reports was submitted at least two days late. For example, the most recent report, which was due on the 15th, wasn't submitted until the 18th." D - Diagnosis 💡 Discuss the impact of the behavior or action on the team, project, or individual outcomes. "The delayed reports have been impacting the team's ability to analyze sales data in a timely manner, which in turn delays our strategic planning meetings." A - Action 🎯 Suggest clear steps or actions for improvement. Make them achievable and agreeable. "Moving forward, I'd like you to use a project management tool to track your progress on the reports. Additionally, please check in with me a week before the report is due if you anticipate any delays. This will give us a chance to address any issues proactively. Will that work for you? R - Result 🌟Agree on a follow-up or a review mechanism to assess progress. "Let's schedule a brief check-in two weeks from now to discuss how things are going with the report preparation. This will give us a chance to adjust our approach if needed." 👉 Why CEDAR? By following the CEDAR model in this way, you provide clear, specific, and actionable feedback that helps the recipient understand the issue and how they can improve, while also demonstrating your support for their development. 🔥 Pro Tip: Practice empathy. Feedback is a two-way street. Listen, adapt, and grow together. CEDAR isn’t just a framework; it’s a roadmap for constructive, growth-focused communication. How have you implemented feedback frameworks like CEDAR in your leadership or teamwork? ------------- If this was helpful to you, consider following me for more content to grow yourself and your business.

Feedback is fuel for high-performing teams. But achieving the level of trust necessary for brutal honesty is nearly impossible. Instead, you can structure your feedback so it’s both honest to you and heard by them. Here’s how: 1️⃣ When you ____ This is what the camera saw—facts and nothing else. Do not embellish or you'll break the spell. “When you presented to the client.” 2️⃣ I experienced ____ This is what you perceived, how you felt, your opinion of the situation (not them). Because it is objectively yours, it cannot be debated as long as you don't drift into "Why" they did it. “I experienced your presentation as overly detailed and not aligned to the customer’s stated need.” 3️⃣ That resulted in ____ These are outcomes, ideally as close to measurable business results as possible. If your team has OKRs or tracks operational metrics, try to connect them if possible. "That resulted in us losing the renewal of a long-standing account. " Once you’ve provided the feedback, shut up and listen. Avoid the temptation to clutter it up with caveats and unnecessary detail. You’ll be lucky if they fully hear your primary message. If they’re stunned silent, keep it simple: - "Do you agree?" - "What’s your reaction?" - "Did you experience it differently?" And most importantly: Listen to their response. You’re just as likely to learn something as they are. Feedback done well is a conversation, not a conviction. If you found this helpful and want more practical leadership tactics in your feed, give me a follow Dave Kline. And check out my full MGMT Playbook on Delivering Feedback That Empowers in the comments below.

Saying "this might hurt" is not the best way to soften the blow of a difficult conversation. 📌 The phrase "this might hurt" can be confusing and misleading. It can make the other person feel defensive or anxious, and it can make it difficult for them to hear what you have to say. Instead of saying, "This might hurt," it is better to be direct and honest about what you need to say. State the issue clearly and concisely, and explain how it is impacting you. For example, instead of saying, "This might hurt, but I need to talk to you about your work performance," you could say, "I'm concerned about your recent work performance. It's not meeting my expectations, and it is impacting our team." It is also essential to be open to the other person's perspective. Be willing to listen to their concerns and try to understand their point of view. This will help you to have a more productive conversation. Here are some ideas to help you deliver difficult feedback: Set aside time for the conversation. Don't try to have a difficult conversation when you are rushed, stressed, or hungry. Instead, schedule a time to talk when you can both be focused and present. Choose a private location. Have the conversation in a place where you will not be interrupted and where you feel comfortable speaking freely. Focus on the behavior, not the person. Avoid personal attacks or generalizations. Instead, focus on the specific behavior that is concerning you. Be specific and provide examples. Don't just say that the person is "doing something wrong." Instead, give specific examples of the behavior that is problematic, as you want to give them a chance to find a solution. Be open to feedback, even if you think your needs and expectations are precise. It is possible that your message was misinterpreted or that the other person has a different perspective. Be willing to concede their point of view and be open to hearing their feedback. They may have some valid points that you did not consider. If you realize that you made a mistake, apologize. Remember, difficult conversations aim not to hurt the other person. It is to communicate your needs and expectations in a way that will lead to an improved outcome. By being direct and honest and by being open to the other person's perspective, you can have more productive and effective difficult conversations. 🧙♂️ Imagine that you have a magic wand that can make one thing about difficult conversations easier. What would it be? #management #humanresources #personaldevelopment #partnerships

The CEO called me in for a meeting. I was a young, hungry, and determined employee. Still recently out of college but already presenting to boardrooms of higher-ups at Fortune 500 companies. My career had taken off like a rocket ship. Left and right I was hearing from leaders in the company: “Giancarlo, you’re seriously crushing it here! You're on your way!” Then out of the blue, I got called in for feedback. I could feel something wasn’t right. My CEO got into it: “I need to see more innovation from you.” That was it. That was the entire piece of feedback. My mind was scrambling and confused. I needed more clarity and direction. How was I supposed to meet this vague expectation? It boiled down to: “Be different.” But they didn’t provide me with direction, clarity, or a roadmap for how to improve. We were running so fast to grow the company, I didn’t feel like I could even pause to figure it out. I remember feeling lost. That feeling is part of the motivation that led me to partner up with Carla to create clear roadmaps for ambitious managers who want to grow, learn, and achieve (and give better feedback!). So, what's the secret to delivering feedback that actually makes your employees more successful? Here are some crucial points: - Show Care: Feedback should be an expression of care for their success. - Be Specific: Always provide examples to illustrate the reason for the feedback. - Set Expectations: Be clear about what you want to see them do differently. - Maximize Receptivity: Let tensions cool, but don’t withhold feedback until performance reviews either. - Provide Support: Plan a follow-up conversation to check-in on how it’s going. Vague feedback is like a compass with no needle - it won't guide anyone. Be the leader who paints a clear path to innovation, not a blur of expectations

Feedback – often seen as a necessary evil, sometimes more evil than necessary. Laden with potential pitfalls, it can create anxiety, damage relationships, and even leave seasoned managers with a pit in their stomach. 𝐈'𝐯𝐞 𝐰𝐢𝐭𝐧𝐞𝐬𝐬𝐞𝐝 𝐭𝐡𝐞 𝐟𝐮𝐥𝐥 𝐬𝐩𝐞𝐜𝐭𝐫𝐮𝐦 𝐨𝐟 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬— 💥 The "sandwich" that layers the good and the bad, leaving a mixed taste. 💥 "Three glows and a grow," which often becomes a forgettable pat on the back. 💥 The too gentle touch that fails to make an impact, and the harsh word that wounds instead of healing. 𝐍𝐨𝐰, 𝐥𝐚𝐲𝐞𝐫 𝐮𝐩𝐨𝐧 𝐭𝐡𝐢𝐬 𝐭𝐡𝐞 𝐝𝐞𝐥𝐢𝐜𝐚𝐭𝐞 𝐯𝐚𝐫𝐢𝐚𝐧𝐜𝐞𝐬 𝐢𝐧 𝐜𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐜𝐨𝐧𝐭𝐞𝐱𝐭𝐬- 🇺🇸 The U.S. values directness, where clear, straightforward communication is the norm. 🇨🇳 Eastern cultures, in pursuit of harmony, often wrap feedback in layers of subtlety. 🇩🇪 High-context societies communicate volumes in silence, whereas low-context cultures expect the unsaid to be plainly spoken. 🇲🇽 And the dance of hierarchy in feedback varies globally—from strictly top-down to a more democratic, all-voices-heard approach... Effective feedback is not about choosing from a menu but understanding the diner. Knowledge of cultural sensitivities and best practices can turn feedback from a feared interaction into a #leadership #superpower. 𝐒𝐨 𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐦𝐲 𝐟𝐚𝐯𝐨𝐫𝐢𝐭𝐞 𝐠𝐮𝐢𝐝𝐞𝐥𝐢𝐧𝐞𝐬 𝐟𝐨𝐫 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤: ✴️ Private, Respectful, Empathetic: Protect dignity at all costs. Be considerate of cultural nuances that might otherwise lead to miscommunication. ✴️ Clear and Specific: Vague comments like "polish the report" serve no one. Be precise to be powerful. ✴️ Timely: Feedback should be fresh, not a stale recap of past performances. ✴️ Balanced: Recognize the good as readily as you suggest improvements. And my TOP FAVORITE: ✴️ Future-Focused: Turn #feedback into #feedforward —pivot the conversation to next steps, future-oriented solutions and continued success: 🌟 "In future projects, try to actively seek input from your colleagues during the planning phase to enhance team collaboration." 🌟 Leaders, it's time to ask: How is your feedback nurturing your team's development? Our leadership development program empowers leaders with practical and real human-centric and culturally attuned leadership skills for today’s diverse workforce. Let's talk: https://lnkd.in/d-DkRnaP #leadershipdevelopment #latinaleader #sisepuede #alwayslearning #leadershipcoaching #feedback #superpower #inclusiveleadership #respect #itstime

Bosses are human; they make mistakes. I know. That's not a profound statement. What is far more interesting is how you will respond when your boss stumbles. Will you: - Stand back and watch the situation unfold? - Sit still and talk about your boss to others? - Step up and provide your boss feedback? Great team players know that it is far better to talk to someone than to talk about them. They are committed to helping everyone (including their boss) to get better. I'm not naive. Giving your boss feedback can come at a cost. Not every leader is open to feedback. However, you owe it to your boss, yourself, and your teammate to find the motivation, courage, and skill step up and provide your boss feedback. Here are seven ideas that can help you to get it right. 1. Avoid public criticism Look for opportunities to discuss the issue one-on-one with your boss. Criticizing your boss in an open forum rarely ends well. 2. Declare your intent Don’t make your boss assume your intentions. Clearly state why you share your thoughts and how you hope they are received. 3. Offer suggestions, not solely criticism Criticizing is easy. Trolls on the internet do it all day long. Provide suggestions or alternatives for your boss to consider. 4. Demonstrate loyalty Talk to your boss, not about your boss. Don’t host a meeting after the meeting to tell others why your boss is wrong. Be loyal when he is and isn’t present. 5. Recognize that your boss has feelings too Your boss’s ego could be closely connected to the idea you address. Keep that in mind and treat her like you would like to be treated. 6. Speak up Failing to share your thoughts can be worse than poorly conveying them. Don’t sit by and watch your boss fail. Step up and speak up. 7. Be direct but respectful When you do address the issue, don’t be cagey or coy. Explain your concerns clearly, but do so in a respectful tone and manner. Make it a great day! Patrick #feedback #leadership #success