1. Focus on clarity and specifics: I make sure the feedback is based on facts and observable outcomes, avoiding vague or generalized comments. This ensures the conversation is productive and actionable. 2. Balance honesty with empathy: I strive to be direct while remaining respectful. Acknowledging the person’s strengths alongside areas for improvement helps maintain trust and motivation. 3. Create a collaborative tone: Rather than dictating changes, I frame the feedback as part of a shared effort to achieve better results. This encourages openness and solutions-focused dialogue. 4. Choose the right moment and setting: Timing and privacy are key. I ensure the conversation happens in a supportive, distraction-free environment.

Give your feedback early. Lots of tools exist for giving feedback and also for identifying barriers to initiatives. Then there are personal productivity tools that help you manage the workload such as the Time Management Matrix. Message me for more.

I’ve identified six key principles that guide me when I need to deliver tough feedback: 1. Be Prepared: Don't start any discussion without being well-informed. 2. Be Direct but Respectful: Foster honest discussions like a candy—hard yet sweet. 3. Focus on Data: Base conversations on solid information. 4. Provide Context: Highlight the importance of understanding the situation and needs before making decisions. 5. Propose Alternatives: Always offer actionable solutions with feedback. 6. Practice Active Listening: Great communicators listen closely to others’ needs. By applying these principles, you can foster constructive dialogue and continuous improvement within your organization.

Be objective and firm in the information you need to convey, without beating around the bush. Executives generally have little time and the more objective the better. Of course, you still need to present solutions and provide concise data and information, but don't go on and on with your explanations so as not to come across as insecure.

Giving tough feedback, especially to executives, requires balancing transparency with respect. I start by ensuring the feedback is data-driven, backed by specific examples that highlight the issue, so the conversation is grounded in facts. The key is to frame the feedback as a shared opportunity for growth. I begin by acknowledging the positive aspects before focusing on the areas for improvement. Then, I provide actionable recommendations, offering solutions and alternatives that pave the way for positive change. It’s about fostering collaboration rather than pointing out shortcomings.