Private Setting: Choose a quiet space for discussions, like a conference room, to foster openness. Strengths First: Begin with a compliment, e.g., "Your teamwork is excellent," before addressing issues. Specific Examples: Use clear instances, like "In last week's meeting, your report lacked data," to illustrate points. Actionable Steps: Suggest improvements, such as "Consider adding visuals to your presentations." Encourage Dialogue: Invite their thoughts by asking, "How do you feel about this feedback?" to promote engagement.

Feedback is most effective when it feels collaborative rather than critical. Here's my approach: Set the stage: Begin by emphasizing the value they bring to the team. Behavior-focused observations: Frame your feedback around specific actions or outcomes, e.g., "I noticed [specific instance]." Collaborative problem-solving: Invite them to discuss solutions, asking, "What could we do differently next time?" Follow-up with support: End by reiterating your commitment to their growth and offering ongoing guidance. Feedback isn't just a critique—it's an opportunity to strengthen trust and mutual respect while fostering growth. What other strategies have worked for you?

One of my direct reports initially struggled with receiving feedback and took criticism personally. Recognizing this early, I adopted the OEKR-DC method: Objectives, Expected Key Results, Deviation, and Correction. I created a structured Excel sheet and asked him to fill it out before each meeting, outlining his objectives, expected outcomes, and any deviations. This allowed him to identify areas needing improvement, which I then elaborated on during our discussions. By focusing on self-reflection and solutions rather than direct critique, he gradually understood that my feedback was constructive and aimed at his growth. This approach not only improved his performance but also strengthened our professional rapport.

When it comes to giving feedback, the language we use is crucial. Avoid words like fail, problem, mistake, and criticism, and instead use terms like setback, challenge, opportunity for growth, and constructive feedback. It's important to frame our comments thoughtfully to encourage growth while avoiding defensiveness. Leaders should also be mindful of their own emotions and reactions during these conversations. It’s an art to stay grounded and not get triggered. It helps prevent escalating the situation and allows for a more constructive dialogue.

Feedback is always tricky. If one doesn’t share properly, it can be more detrimental than improvement. Here are a few tips. - Be specific in giving feedback. Help them understand the reason for feedback. Actions that they can take after receiving feedback. - Be empathetic while delivering feedback and ensure the message is clear and it’s not clouded with personal attributes. - Be careful of your body language when delivering feedback for improvement. Ensure it is not aggressive and not dictatorial. - Lastly, seek feedback heir understanding on the feedback you shared. So that they have clearly understood the feedback and can benefit from the same.