Enhancing Verbal Feedback

Ever finished giving feedback and thought… ‘Wait, did that sound too harsh?' Tough feedback isn’t bad. But harsh feedback is. The goal of feedback isn’t to break confidence — it’s to build clarity. Here’s how to make your feedback land better (and actually help people grow): 1️⃣ 𝐁𝐞 𝐒𝐩𝐞𝐜𝐢𝐟𝐢𝐜 — 𝐀𝐥𝐰𝐚𝐲𝐬. General advice like “do better” or “try harder” doesn’t help anyone. Point to actual examples of what you observed — specific actions, outcomes, or patterns. That’s what makes feedback actionable. 2️⃣ 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫, 𝐍𝐨𝐭 𝐭𝐡𝐞 𝐏𝐞𝐫𝐬𝐨𝐧. Swap “you always…” for “I noticed that…” The first feels like judgment. The second invites change. Remember, you’re addressing behavior — not someone’s character. 3️⃣ 𝐔𝐬𝐞 𝐭𝐡𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐒𝐚𝐧𝐝𝐰𝐢𝐜𝐡 𝐒𝐩𝐚𝐫𝐢𝐧𝐠𝐥𝐲. Don’t sugarcoat everything. If improvement is needed, say it clearly — but make space for encouragement separately. Mixing the two can dilute both messages. 4️⃣ 𝐆𝐢𝐯𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐧 𝐑𝐞𝐚𝐥 𝐓𝐢𝐦𝐞. The sooner you address something, the easier it is to fix. Wait too long, and it starts to feel like criticism instead of coaching. 5️⃣ 𝐈𝐧𝐯𝐢𝐭𝐞 𝐑𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧. Ask, “How do you think that went?” before giving your take. People are often more self-aware than we assume — and when they voice it first, feedback feels like partnership, not punishment. 6️⃣𝐎𝐟𝐟𝐞𝐫 𝐓𝐚𝐧𝐠𝐢𝐛𝐥𝐞 𝐍𝐞𝐱𝐭 𝐒𝐭𝐞𝐩𝐬. Never end feedback with just “work on it.” Share how they can improve and why it matters. Clarity inspires action. 7️⃣ 𝐅𝐨𝐥𝐥𝐨𝐰 𝐔𝐩. 𝐃𝐨𝐧’𝐭 𝐃𝐫𝐨𝐩 𝐈𝐭. Check back in. Track progress. Celebrate small wins — because change is hard, and acknowledgment fuels growth. 📌 Great feedback doesn’t bruise egos. It builds better people. When done right, it can transform performance, relationships, and culture — one honest conversation at a time. Ps. Follow for more real-world leadership and feedback tips. #feedback #leadership #team #success #tips #linkedin

𝐓𝐡𝐞 𝐀𝐫𝐭 𝐨𝐟 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐧 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 Most professionals wait for feedback like it’s an annual appraisal, occasional, formal, and usually too late to be useful. But in communication, feedback isn’t a once-in-a-while thing. It’s oxygen. The ability to ask for, receive, and apply feedback determines how quickly you grow. Especially in digital settings, where tone and intent often get lost, feedback becomes your mirror, showing you how your words land when you’re not in the room. Smart communicators don’t just hope they’re understood. They check. They observe reactions. They ask simple yet strategic questions like: “Did that come across the way I intended?” “Was my message clear in the email, or could it have been structured better?” “What did you take away from what I just shared?” This kind of iteration builds self-awareness, emotional intelligence, and credibility. It signals maturity, the kind that makes people want to work with you again. 𝐓𝐡𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐁𝐥𝐮𝐞𝐩𝐫𝐢𝐧𝐭 𝐟𝐨𝐫 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐒𝐭𝐞𝐩 𝟏: 𝐑𝐞𝐪𝐮𝐞𝐬𝐭 𝐢𝐭 𝐞𝐚𝐫𝐥𝐲, 𝐧𝐨𝐭 𝐚𝐟𝐭𝐞𝐫 𝐭𝐡𝐢𝐧𝐠𝐬 𝐠𝐨 𝐰𝐫𝐨𝐧𝐠. After a meeting or message, ask a peer or manager for one thing you could have done better. Keep it short and specific. 𝐒𝐭𝐞𝐩 𝟐: 𝐅𝐫𝐚𝐦𝐞 𝐲𝐨𝐮𝐫 𝐚𝐬𝐤 𝐜𝐥𝐞𝐚𝐫𝐥𝐲. Instead of “Can you give me feedback?”, try: “I’m working on being more concise in my updates. Could you tell me if my last email felt too detailed or just right?” 𝐒𝐭𝐞𝐩 𝟑: 𝐋𝐢𝐬𝐭𝐞𝐧 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐝𝐞𝐟𝐞𝐧𝐝𝐢𝐧𝐠. Don’t explain, justify, or react immediately. Just note it down and reflect. The goal is to understand perception, not to prove your point. 𝐒𝐭𝐞𝐩 𝟒: 𝐀𝐩𝐩𝐥𝐲 𝐪𝐮𝐢𝐜𝐤𝐥𝐲 𝐚𝐧𝐝 𝐜𝐥𝐨𝐬𝐞 𝐭𝐡𝐞 𝐥𝐨𝐨𝐩. Use the feedback in your next interaction. Then follow up: “I tried simplifying my slides as you suggested. Did that make the discussion clearer this time?” 𝐒𝐭𝐞𝐩 𝟓: 𝐁𝐮𝐢𝐥𝐝 𝐲𝐨𝐮𝐫 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐫𝐡𝐲𝐭𝐡𝐦. Make feedback part of your communication hygiene. Schedule a quick check-in every month to review what’s improving and what still needs work. Because great communicators don’t just speak better. They listen sharper. #LeadershipCommunication #FeedbackCulture #EmotionalIntelligence #DigitalCommunication #ProfessionalGrowth #KrittikaSharda #CorporateTrainer

3𝗿𝗱 𝗘𝗱𝗶𝘁𝗶𝗼𝗻: 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 - Strategies 𝗞𝗲𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁: Feedback is a cornerstone of personal and professional growth, yet it needs to be more understood and applied. By reimagining our approach to feedback, we can transform it from a source of anxiety into a catalyst for collaboration and improvement. 𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀: Effective feedback encourages an environment of continuous learning and mutual respect. It breaks down hierarchical barriers, encourages open communication, and drives innovation. When done right, feedback becomes the lifeblood of high-performing teams and organizations. 𝗛𝗼𝘄 𝗜𝘁 𝗪𝗼𝗿𝗸𝘀: To harness the true power of feedback, consider these key strategies: 1. 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭 𝐭𝐡𝐞 𝐒𝐀𝐒 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤:    Introduce the "Support, Advice, or Solution" model. Begin feedback sessions by asking, "Do you need my support or advice?" This simple question can dramatically alter the course of your conversation. 2. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞 𝐀𝐜𝐭𝐢𝐯𝐞 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 𝐒𝐤𝐢𝐥𝐥𝐬:    Resist the urge to immediately offer solutions. Instead, focus on understanding the other person's perspective fully before responding. 3. 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐈𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞:    Use language that acknowledges emotions and experiences. This approach creates a safe space for open dialogue and reduces defensiveness. 4. 𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐑𝐡𝐲𝐭𝐡𝐦𝐬:    Create regular opportunities for exchanging feedback. These could be weekly check-ins or monthly retrospectives, tailored to your team's needs. 5. 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐚 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐞:    Encourage viewing challenges as learning opportunities. This mindset shift can turn potential conflicts into chances for collective growth. 6. 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐚𝐧𝐝 𝐑𝐞𝐜𝐭𝐢𝐟𝐲 𝐂𝐨𝐦𝐦𝐨𝐧 𝐌𝐢𝐬𝐬𝐭𝐞𝐩𝐬:    Be aware of the tendency to jump to problem-solving. If you catch yourself doing this, pause and redirect the conversation to understand needs better. 𝗧𝗵𝗲 𝗕𝗶𝗴𝗴𝗲𝗿 𝗣𝗶𝗰𝘁𝘂𝗿𝗲: By mastering these strategies, we can transform feedback from a one-way directive into a two-way dialogue. This approach not only solves immediate issues but also builds stronger, more resilient relationships and teams. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: The most impactful feedback isn't about having all the answers, but about asking the right questions. It's about creating an environment where everyone feels empowered to contribute, learn, and grow together. This collaborative approach to feedback doesn't just improve performance—it builds a culture of trust, innovation, and shared success. #Feedback #Growth #Strategy #Professional #PersonalGrowth #Development #PersonalBrand #CriticalThinking #Inspire

It's performance review season, which means clients are nervous about the same thing: "I need to give tough feedback, but I don't want to hurt them. How do I be honest without being harsh?" Clients feel stuck in an impossible choice between: ▪️ being kind OR being candid ▪️ caring about someone OR holding them accountable ▪️ being seen as nice OR being effective. The tension is real… but there is a way out. Effective feedback lives in what polarity theory calls "the third way" – the space where compassion and accountability aren't in opposition, but instead overlap. 🔹🔹 Here are 5 techniques to try: 1. Check yourself Some self-reflection is key. Ask yourself: Am I trying to help this person grow, or am I venting my frustration? What assumptions am I making about their motivations? Can I approach this with genuine curiosity? Your energy matters as much as your words. Even a brief reflection will help you show up more centered and connected. 2. Ground yourself before the conversation Before the conversation – take 30 seconds to feel your feet on the floor. Notice your breath. Feel your body. You can't deliver grounded feedback if you're anxious. People feel your nervous system before they hear your words. 3. Use the COIN+ structure I added a “+” to this popular feedback framework: ▪️ Connection/Context: Connect with the other person so they feel safe. Set up why you're having this conversation. ▪️ Observation: Describe what you saw (facts, quotes or patterns from 360 feedback, not interpretation). ▪️ Impact: Share the effect it is having on others or on bottom-line results ▪️ Next Steps: Agree on the path forward – what needs to shift ▪️ + Inquiry: Ask for their perspective along the way 4. Use "AND" to hold complexity AND is a magic word. It acknowledges complexity and nuance. It creates space to include their truth and yours. "I hear that you feel like you achieved all your KPIs, AND I see from the 360 results your team feels that you are not communicating proactively or delegating effectively." The word "but" erases. The word "and" includes. Feedback isn't about being right – it's about understanding together so we can chart the way forward. 5. Lead with curiosity, follow with clarity The most effective feedback balances two things: ▪️Genuine care for the person (they feel your support) ▪️ Clear expectations (they know exactly what needs to change) When you lead with "help me understand what happened," you create safety. When you follow with "here's what I need to see going forward," you create clarity. 🔹🔹 That combination – curiosity + clarity – is the third way. You don't have to choose between caring and accountability. You get to do both. (Image is part an actual client polarity map) When you show up grounded, clear, and genuinely curious, feedback becomes a gift, not a weapon. What's your biggest challenge with feedback? Leave a comment and I will share an idea about what might support you to lean in this year.

We’ve often heard it said that “feedback is the breakfast of champions.” But let me ask you this: How do you like your breakfast? Cold and tasteless? Hot and spicy? Or warm, rich, and satisfying? Feedback works the same way. It can either leave someone feeling discouraged or empowered. We all wear two hats. One as someone who gives feedback, and another as someone who receives it. Today, let’s focus on the giver’s role. How do you serve feedback in a way that doesn’t pull people down but helps them grow? 1. Be specific, not vague “You need to do better” isn’t very helpful. Try something like “In the last presentation, I noticed you stopped speaking halfway. What if you try writing your closing points down ahead of time so you can remember them?” Clear examples give people something concrete to work on. 2. Focus on behaviour, not identity Feedback should speak to actions, not character. Say “Your message wasn’t clearly communicated” rather than “You’re a bad communicator.” This helps the person hear the message without feeling personally attacked. 3. Highlight what’s working Acknowledge the positive things too. This shows that you see the whole picture, not just the mistakes, and it makes people more open to hearing what needs to improve. 4. Keep it private unless necessary Feedback is usually best given one-on-one. Public correction can feel humiliating. Only share it in group setting when it is truly necessary and will benefit the whole team. 5. Watch your body language and tone People pick up more from how you say something than the words themselves. Your tone and posture can either invite connection. 6. Balance honesty with empathy Be truthful without being harsh. Acknowledge the effort being made and speak from a place of care. Consider how you would want to hear the same message if the roles were reversed. 7. Time it right You can say the right thing at the wrong time. Unless it is urgent, wait for a moment when both of you are calm, focused, and open to conversation. At the end of the day, ask yourself this: Are you giving feedback that feeds growth or leaves someone empty? When given with clarity, care, and intention, feedback becomes more than correction. It becomes a gift. Choose to serve it well. Cheers, Your Presidential host Temi Badru #temibadru #eventhost #mc #voicesandfaces .

7 𝗠𝗼𝗱𝗲𝗹𝘀 𝗳𝗼𝗿 𝗠𝗮𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: 𝗘𝗻𝗵𝗮𝗻𝗰𝗲 𝘆𝗼𝘂𝗿 𝗣𝗠 𝘀𝗸𝗶𝗹𝗹𝘀 🎯 In today's fast-paced world, effective feedback is crucial for growth and success. 🚀 Let's explore proven feedback models to enhance our skills and drive improvement. 📈 1. 360-𝗗𝗲𝗴𝗿𝗲𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 🔄 • Complete self-assessment ✔️ • Collect feedback from peers, team, and manager 👥 • Review, ensure anonymity, identify patterns 🔍 • Share feedback constructively 🤝 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: An employee receives feedback from colleagues and clients to gain a comprehensive view of their performance. 🌐 2. 𝗦𝗮𝗻𝗱𝘄𝗶𝗰𝗵 𝗠𝗲𝘁𝗵𝗼𝗱 🥪 • Give positive feedback 👍 • Provide constructive feedback 🛠️ • End with positive feedback 😊 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: "Your report was thorough. Consider adding visuals. Overall, great job!" 🎉 3. 𝗦𝗕𝗜 𝗠𝗼𝗱𝗲𝗹 🧩 • 𝗦ituation: Describe the specific event or context 🗓️ • 𝗕ehavior: Identify the behavior observed 👀 • 𝗜mpact: Explain the effect of the behavior 🌊 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: "During the meeting, you interrupted others, which disrupted the flow of ideas." ⚡ 4. 𝗖𝗢𝗜𝗡 𝗠𝗼𝗱𝗲𝗹 🪙 • 𝗖ontext: Set the scene with clear context 🏞️ • 𝗢bservation: Observe without assuming intent 👁️ • 𝗜mpact: Discuss the impact of behaviors 💬 • 𝗡ext Steps: Collaborate on actionable steps 📝 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: "In our last project, your late submissions delayed progress. Let's set earlier deadlines." ⏳ 5. 𝗚𝗥𝗢𝗪 𝗠𝗲𝘁𝗵𝗼𝗱 🌱 • 𝗚oal: What do you want? 🎯 • 𝗥eality: Where are you now? 🛤️ • 𝗢ptions: What could you do? 🔄 • 𝗪ill: What will you do? 💪 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: "What is your career goal? How can we help you achieve it?" 💼 6. 𝗙𝗲𝗲𝗱𝗳𝗼𝗿𝘄𝗮𝗿𝗱 𝗠𝗼𝗱𝗲𝗹 🔮 • Identify future opportunities or goals 🎯 • Discuss actionable steps to achieve these goals 📋 • Offer support needed for improvement 💡 • Encourage a mindset of growth and possibility 🌟 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: "Let's focus on strategies to enhance client engagement next quarter." 📈 7. 𝗛𝗮𝗿𝘃𝗮𝗿𝗱’𝘀 𝗛𝗘𝗔𝗥 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 👂 • 𝗛alt: Pause to process before responding ⏸️ • 𝗘ngage: Show presence and engage actively 🤝 • 𝗔sk: Clarify with targeted questions ❓ • 𝗥eflect: Consider feedback in relation to goals 🤔 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: Pause to consider feedback. Ask clarifying questions and reflect on responses. 💬 By integrating these techniques into our communication strategy, we can foster a culture of continuous improvement and collaboration within our organization. 🌍 𝗛𝗮𝗽𝗽𝘆 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴! 📚

Give more effective feedback Feedback is a gift, but too many leaders waste the opportunity to help others by offering meaningful feedback. Instead they say things meant to offer encouragement or express disappointment, but steer away from concrete examples that one can use to actually change things. As a leader, you have several responsibilities regarding feedback. You have responsibilities to both help your employees do their part AND to learn and grow. You also need to be able to provide meaning feedback “up” the chain-of-command, especially when invited. My system for providing sound feedback has three simple tenets:  - Start with the right mindset - Focus on behaviors and be cautious with assumptions - Link behaviors to impacts Mindset. First, think about the purpose of the feedback you are going to provide and use it to guide your observations and recommendations. Think about the audience. Your style will probably be different for a boss, a peer, a client, and an employee. Most importantly, your mindset should be positive: you intend to be helpful rather than hurtful. This positive mindset even applies if you are firing a sub-standard performer: your comments should be guided by helping that person to learn and improve. Behaviors. Second, try to focus on behaviors, but be careful with your own assumptions about what is causing what you can observe. It’s fine to say “you are frequently late to our morning meeting.” A bad assumption would be “you are late because you have no discipline.” Instead, try asking a question to better understand what is leading to the behavior: “Is there something happening that is causing you to be late?” You may learn that your employee is a sole parent and the day care center does not open until 15 minutes prior to the meeting. Or you may learn that your employee came from a job where timeliness was not important and has no idea how that behavior impacts the rest of the team. Lastly, try to focus on behaviors that one can control. It’s fine to say: “Your appearance is not professional. We don’t wear jeans and cowboy boots in the workplace.” But it’s not OK to say: “Change your accent. Our company is not based in New England.” Impacts. Your feedback can often have a stronger effect if you tie impacts to the observed behavior. “The slides you used in your presentation were too busy and cluttered” is OK, but consider this: “The slides you used in your presentation were so busy that I got distracted and completely missed your major recommendation.” Mindset, behaviors and impacts. Great leaders give effective feedback. When you apply these techniques you’ll have a far greater impact on both mission accomplishment and development of your team. Good luck on your leadership journey! #leadershipdevelopment #leadershipadvice #businessstrategies #leadershipskills

Is giving others feedback giving you the ick? If so, steal my framework below 👇 How you deliver feedback is just as important as the feedback itself. I learned this lesson the hard way early on in my teaching days: I accidentally, almost led a student to drop a writing course because of the way I provided him with feedback (I forgot the most important ingredient). Giving feedback without specific recommendations = criticism. Giving feedback with only specific recommendations = failure. If you want to take the ick out of giving feedback, understand this: Feedback is how people learn and grow. It's not your job to put them down to "teach them a lesson" And it shouldn't be embarrassing for you if they're not meeting expectations Give feedback politely (aka objectively), point out the things that were not done well, mention anything that WAS done well to even it out, and suggest ways they can improve. Boom, bam, simple slam. How feedback is delivered is just as important as the feedback itself. Here is the simple framework I teach the leaders I work with that they use with their teams: CORE Context -> Observations -> Reinforce -> Enhance 1️⃣ Context: set the stage by outlining the context of the feedback. ↳ example: the project they didn't finish on time. 2️⃣ Observations: provide clear points that can be measured. ↳ incomplete templates, missing data. 3️⃣ Reinforce: acknowledge any strengths or things done well ↳ good attention to detail on the completed part. 4️⃣ Enhance: provide specific suggestions actionable steps. ↳ include a new addition with X notes, format the templates Y way. Let's put it into action: "Hey Bob, I wanted to chat about the data analysis project that wasn't completed on time. Team Alpha was waiting for us to submit it so that can begin their next steps. I noticed that several data sources were missing, and some of the data had not been inputted. I appreciated how much detail you provided on the project descriptions, this will help Team Alpha understand the data better. However, moving forward, we do need to have the projects completed on time, and for each data analysis breakdown to include 1) each data source in a new column, and 2) the main analyses highlighted separately. If you're unable to complete the project by the deadline, can you reach out and let me know ahead of time so I can co-ordinate with Team Alpha accordingly?" Imagine instead you said something like: "Hey Bob, I wanted to talk about the project that was late, ummm, can you tell me why? The Alpha team really needed this project last week but um, I'm not sure why it wasn't done? Also, I saw that the data source was not provided for each dataset.. do you think we should add that? I feel like it might be important. Anyway, what do you think about it?" You are the leader, and you're showing them the way. Don't feel awkward about it. Take the guesswork out of feedback. PS. Want to practice giving feedback confidently? DM me.

The Power of One-on-One Feedback: Why Personal Conversations Matter! Have you ever been on the receiving end of constructive feedback through an email? Even worse, was it sent with others in CC? If you've experienced this, you understand how it feels, demotivating, isolating, and even unfair. Feedback given in this way often misses the mark. Instead of encouraging growth or improvement, it can leave someone feeling undervalued or resentful. One-on-one feedback, on the other hand, is the foundation of effective communication and professional development. When done well, it builds trust, inspires change, and drives results. Here’s how to make it impactful: 1️⃣ Create a Safe Environment: Respect and privacy are key. Schedule a one-on-one conversation where the focus is entirely on development, free of judgment or distraction. 2️⃣ Plan with Purpose: Block time in advance for feedback. This shows thoughtfulness and allows the individual to be mentally prepared, avoiding the impression of reactive or offhand comments. 3️⃣ Focus on Actions, Not Identity: Use the SBI model (Situation, Behavior, Impact). Be specific about the situation, describe the behavior you observed, and explain its impact on the team or you. This keeps the conversation constructive and objective. 4️⃣ Foster Dialogue: Feedback should be a two-way exchange. Invite the individual to share their perspective, ask questions, or discuss challenges. This builds understanding and mutual respect. 5️⃣ End with Encouragement: Feedback should leave the person feeling hopeful, not defeated. Highlight their strengths, outline steps for improvement, and reinforce your belief in their ability to grow. When feedback is personal and thoughtful, it has the power to elevate individuals and transform teams. It’s a tool that strengthens relationships, builds trust, and creates a culture of growth. So, the next time you need to deliver feedback, make it personal. Make it meaningful. Make it count. If you’re ready to enhance how you deliver feedback and build a culture of trust and development, let’s connect. With years of experience coaching leaders on impactful communication, I can help you master feedback strategies that inspire transformation. Reach out today. Let’s help your people and teams Thrive 🧡 together! Follow me: https://lnkd.in/gQ7za7ze -- Join me, Jessy Abraham, and my company Thrive, for insights and reflections inspired by my life and career journey. Remember, the power to truly Thrive is within you.

Let's face it, giving feedback can be a challenge, not as big of a challenge as climate change, but often daunting. It's one of those things we all know we should do, but often avoid because it can feel uncomfortable or even confrontational. But the truth is, effective feedback is essential for growth. So, how do we do it right? → Focus on behavior, not personality:  It's about what someone did, not who they are. → Be crystal clear:  The more specific you are about what happened, the better. Timing is key too – fresh feedback sticks. → Start and end on a high note:  Sandwich your feedback between positive points. This helps open ears and keeps the conversation constructive. → Listen, really listen:  Let them share their side of the story. Show you value their input by paying attention. → Offer a helping hand:  Don't just point out the problem. Suggest ways to improve. This shows you believe in their ability to grow. Remember, the goal of feedback is not to criticize but to support. When done right, it can enhance trust, improve skills, and strengthen your team's overall performance.