Writing Thoughtful Feedback for Colleagues

🤦🏻 “How We Run Design Critiques at Figma” (https://lnkd.in/eERQmRnY), an honest case study by Noah Levin with helpful techniques and templates to run more effective design critiques ↓ 🚫 Most critiques are an avalanche of unstructured opinions. ✅ Good critiques are inspiring, and give you a plan of action. ✅ Critiques work best with 2–6 people in the room. ✅ Explain the problem before showing any work. ✅ Reiterate previous findings, decisions and research. ✅ Explain how far you are: 30%, 60% or 90% done. ✅ Explain what kind of feedback you are looking for. ✅ No Keynote/Powerpoint: Figma link + Observation mode. ✅ Assign a note-taker to capture key points (Google Doc). ✅ Show what you want to show: feedback is shaped by that. 🚀 Critique formats: 🎡 Round-the-room: everyone voices their feedback (2min / person). 🍿 Popcorn: freeform comments for flowing conversation. 🥁 Jams: for early explorations with brainstorms, group sketching. 🫱🏻🫲🏾 Pair design: for deep collaboration on a problem (small groups). 🤫 Silent critiques: for a large volume of written, structured feedback. 📋 Paper print-out: for complex flows and reviewing more at once. 📣 FYI critiques: for sharing context and invite feedback later. Design critiques are about applying critical thinking. It’s about how well a current iteration of design does what it’s trying to do. However, designers alone often don’t have the full picture. Don’t necessarily reserve critiques to design teams only: invite developers and stakeholders and PMs for early feedback. Don’t ask what people think — ask how well the design tackles a specific problem. And probably the most important thing is to enable a flowing conversations. Invite everyone to ask, to doubt, to scrutinize, but stay on point and gather structured feedback: that’s when good critiques emerge. Useful resources: Practical Design Critique Guide, by Darrin Henein https://lnkd.in/ey_cGKuc Mastering Design Critiques, by Jonny Czar https://lnkd.in/e_BYwNwf Anti-Behavior in Design Critiques, and How To Handle Them, by Ben Crothers https://lnkd.in/e4UrpsPs --- ⛵ Figma and Miro Templates Design Critique Meetings Guide (Figma), by Overflow https://lnkd.in/dE85MUAK Design Critique Template (Figma), by Janus Tiu https://lnkd.in/dCYp2MSY Design Critique Meeting (Figma), by Rodrigo Javier Peña https://lnkd.in/dP_8pCug Design Critique Playground Template (Miro), by Miroslava Jovicic https://lnkd.in/eryJShRd #ux #design

Does your feedback kill creativity? I’ve seen this pattern many times: brilliant ideas dying not from lack of merit, but from the way they’re critiqued. The problem isn’t feedback itself - it’s how we deliver it. When we offer criticism without direction, we’re not helping. Phrases like “This won’t work” or “That doesn’t make sense” are idea killers. They tear down without building up. The result? People stop sharing ideas when they know they’ll be shot down. And that fear becomes the team’s culture. Here’s what the best mentors I’ve seen do differently: instead of flattening ideas, they sharpen them. And here’s a practical framework that can help you do the same 👇 1️⃣ Observe a specific behavior or aspect of the idea 2️⃣ Explain why it might not achieve the desired result 3️⃣ Suggest questions or alternatives to try that may lead to the desired outcomes This approach honors the courage it takes to share creative work. It matches vulnerability with care and turns feedback sessions into collaborative problem-solving. ✨ The choice is yours: Will your feedback kill creativity, or will it help it soar?

**Fostering Growth Through Open and Transparent Feedback** 🚀 Today, I want to dive into a topic that's close to my heart: the power of open and transparent feedback in grooming talent. 🌱 In the fast-paced world we navigate, it's crucial to create an environment where feedback isn't just a formality, but a catalyst for growth. 💡 Transparent communication lays the foundation for a culture that nurtures talent, fosters collaboration, and propels individuals to reach their full potential. **1. Honesty breeds excellence:** Let's face it—constructive criticism isn't always easy to deliver or receive. However, it's the cornerstone of improvement. Embracing honesty in our feedback, whether it's positive or points out areas for development, is key to helping our colleagues evolve and excel in their roles. **2. Two-way street of communication:** Feedback isn't a monologue; it's a dialogue. Encouraging open conversations empowers team members to share their perspectives and insights. This two-way street not only promotes a sense of belonging but also ensures that feedback is a collaborative effort aimed at continuous improvement. **3. Specificity is the key:** Vague feedback often leads to confusion. Being specific about what worked well and what could be enhanced provides actionable insights. Whether it's acknowledging a job well done or pinpointing areas that require attention, specificity is the compass that guides individuals toward their professional best. **4. Timely feedback fuels progress:** Timing is everything. Providing feedback in real-time allows individuals to apply insights immediately, preventing the entrenchment of habits that may hinder their growth. Timely feedback is a catalyst for ongoing improvement and ensures that the learning curve remains dynamic. **5. Cultivating a growth mindset:** Open feedback culture is synonymous with cultivating a growth mindset. Encouraging team members to see challenges as opportunities for learning fosters resilience, adaptability, and a hunger for continuous development. In conclusion, a workplace that values open and transparent feedback is a breeding ground for talent development. It's not just about critiquing—it's about nurturing, guiding, and cheering on each other's success. Let's create environments where feedback isn't feared but embraced, where every comment is a stepping stone toward greatness. Together, we can elevate not just our individual careers but the collective success of our teams. #FeedbackCulture #TalentDevelopment #GrowthMindset #Collaboration #ProfessionalDevelopment #learninganddevelopment #feedbackculture #feedbackmatters #talentdevelopment

Corporate Soul Stories Chapter 16: The Art of Giving Creative & Constructive #Feedback – Growing Without Tearing Down Claire was a rising leader—sharp, driven, and always pushing her team to be better. But if she was honest, there was one part of leadership she dreaded: Giving feedback. She had seen it go wrong too many times. 🚨 The Sugarcoated Trap: Feedback so vague and polite that it did nothing to help. 🚨 The Bulldozer Approach: Brutal, demoralizing, and crushing instead of coaching. 🚨 The Avoidance Game: No feedback at all—just silent resentment until it was too late. But the best leaders? They knew the secret: Feedback isn’t about criticism. It’s about growth. The Garden Analogy: How Great Feedback Works One day, Claire’s mentor, a veteran executive named Mark, gave her a new way to look at feedback. "Think of your team like a garden," he said. "Some plants need sunlight—encouragement, praise, recognition." "Some need pruning—corrections, adjustments, realignment." "Some need deeper roots—mentorship, challenges, new skills." "Your job? To help them grow—not to rip them out of the soil." That was Claire’s turning point. The 3 Rules of Game-Changing Feedback ✅ 1. Focus on Growth, Not Judgment Instead of “This was wrong,” she started saying “Here’s how we can make this even better.” It wasn’t about pointing fingers. It was about pointing forward. ✅ 2. Make It Specific and Actionable Instead of “You need to improve your presentations,” she said “Let’s work on making your key points clearer in the first two minutes.” No one can fix vague feedback. Clarity creates progress. ✅ 3. Balance Praise with Challenge She learned to celebrate strengths while addressing areas to improve. People need to hear what they’re doing right so they have the confidence to tackle what’s wrong. The Transformation: When Feedback Becomes a Superpower Claire’s team changed. 🚀 People stopped fearing feedback and started asking for it. 🚀 Mistakes became less about failure and more about learning. 🚀 Productivity soared—because when people know how to improve, they actually do. And here’s the kicker—Claire grew too. Because the best leaders don’t just give feedback. They invite it. They ask, “What can I do better as your leader?”—and they listen. Final Thought: Feedback Isn’t a Weapon. It’s a Gift. The difference between a boss and a leader? A boss tells you what you did wrong. A leader shows you how to do it right. Ask Yourself Today: "Am I helping people grow—or just pointing out what’s broken?" "Do I avoid feedback because it’s hard, or embrace it because it’s necessary?" Because the best teams thrive on feedback. Not fear. To be continued… 🚀 DC*

Giving feedback is one of the most important jobs of a leader, but doing it in a way that’s both direct and constructive takes some finesse. It’s not just about telling the truth—it’s about doing so in a way that uplifts rather than discourages. Here are a few principles I’ve relied on that can help you give feedback that truly supports growth: ✅Start with care: People are more open to feedback when they know it’s coming from a place of genuine support. Show that you’re invested in their success. ✅Be specific and actionable: Vague feedback doesn’t help anyone. Focus on specific behaviors and offer concrete ways to improve. This helps the recipient know exactly what they can work on, instead of wondering if what you shared was actually feedback or not! ✅Stay future-focused: Feedback should always look forward. Instead of dwelling on past mistakes, keep the conversation centered on what the person can do to improve going forward. Think of it like driving a car: your windshield is bigger than your rearview mirror because there’s more opportunity ahead than behind. ✅Balance challenge with support: Feedback shouldn’t just point out areas for improvement—it should also highlight strengths and superpowers. Striking that balance helps people see what’s working while understanding where there’s room to grow. How do you ensure the feedback you give supports growth? #LeadershipDevelopment #FeedbackCulture #EffectiveCommunication

During my formative years, I followed the traditional feedback formula: begin with compliments, provide criticism, and conclude with support. However, I left behind this "feedback sandwich" (or compliment cushioning) method many years ago. The issue? This method weakens significant messages. When encased in praise, constructive criticism diminishes its effectiveness. Even more troubling, team members come to expect criticism whenever you begin with compliments("Here comes the 'but'..."). An improved approach: Be straightforward and precise: I begin with the specific action or result that requires attention. There is no introduction, only clarity. Emphasise effect: I describe how the particular behaviour influences results, team dynamics, or business performance. Present as growth: I view feedback as a chance for progress instead of a personal critique. Collaborate actively: I inquire about their viewpoint and collectively explore solutions. My perspective may overlook something. Separate praise entirely. I offer genuine praise independently. My constructive feedback stands on its merit—never as a softening prelude to criticism.

Performance reviews often leave people deflated. But the ones that inspire? They focus on potential, not just performance. Here’s how to create those conversations: 1 / Be specific about what you observed Use the SBI model to share it clearly. → Situation: When and where it happened → Behavior: What you observed, not your interpretation → Impact: How it affected the team or results 2 / Challenge them because you care Radical Candor isn’t about being nice or tough.  It’s about doing both. → Make criticism immediate and specific → Show you care about their growth → Praise publicly, critique privately 3 / Use language that opens doors The words you choose shape how people receive feedback. → “You’re not good at this” shuts people down → “You haven’t mastered this yet” creates possibility → That one word — yet — shifts everything 4 / Don’t hide feedback between compliments People remember the start and end better than the middle. → Give praise when you mean it → Give constructive criticism when it’s needed → Keep them separate 5 / Focus on where they’re going When the conversation is about the future, it motivates. → What would success look like for you? → What support do you need to get there? → What skills do you want to develop? 6 / Ask for their perspective too Performance reviews shouldn’t be one-sided. → Have them complete a self-assessment first → Compare notes together in the meeting → They often already know what needs to improve Performance reviews don’t have to be dreaded. Your team wants honest feedback. They just want it delivered in a way that sees their potential, not just their mistakes. ♻️ If this resonates, repost for your network. 📌 Follow Amy Gibson for more leadership insights.

People don’t want feedback. They want to get better. But most of the time, the way we give feedback makes people feel small—not seen. We say “Can I give you some feedback?” and their guard goes up. We think we’re helping— but it lands like a performance review, not a growth moment. What people really want is: Clarity about what’s working Insight on how to grow Support to improve, not just critique Real feedback isn't about pointing out flaws. It's about believing someone can get better—and walking with them through it. So the next time you offer feedback, try this: ✅ Talk straight with care: “I’m sharing this because I believe in you.” ✅ Center empathy, not ego: “What’s your perspective on this? Let’s figure it out together.” ✅ Be clear, not cushioned: “Here’s one change that could make a real difference.” Because when feedback feels like partnership—not punishment—growth follows. The truth? People don’t fear feedback. They fear feeling alone in the process. 💬 What’s one piece of feedback you received that helped you grow? 👇 Drop it below—I’d love to learn from you. --- ♻️ If this resonates, repost to shift how we think about feedback. 👋 Hi, I’m Will. I write about leadership, teamwork, and growth mindset. Follow along for more.

"Keep up the good work!" "You're doing a great job!" "I really enjoyed your presentation." "You handled that call really well." Unspecific positive feedback is not helpful. How would any of those statements actually help a person grow? How would any of those statements even help a person duplicate what they did? They won't. If someone is doing a great job, tell them how. What specifically did you like about their presentation? What were 3 things they did during the call that made it a success? Why are those things important? Would something have gone wrong had they not done them? Try something like: "You handled that call really well. I like how you set a prep call with me before-hand so we could get on the same page. You facilitated a good discussion and made everyone feel heard, while ensuring we got through the whole agenda. You then circulated clear action items on your own, without my asking you to do it. Because you did that, there's a great chance we can wrap up this project on time." "Great job" might feel a lot better than "Plz revise thx". But it's just as (un)likely to lead to any growth. #management #growth #feedback #development

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?