Here's how you can deliver honest and respectful feedback.
As a leadership development coach, you understand the importance of feedback in professional growth. However, delivering feedback that is both honest and respectful can be a delicate balancing act. It's essential to communicate in a way that encourages improvement without causing defensiveness or resentment. By mastering the art of feedback, you can help individuals reach their full potential while maintaining positive relationships.
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Mousumi SarkarI help coaches and consultants to curate leads | Let's amplify your brand | POSTS on MON & WED ☀️ | 12X Top Voice
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Bilal NuseibehTalent Development Expert - Trainer - Coach - CLI Affiliate Ambassador MENA Region for Core Leadership Institute USA;…
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Sophia Nardelli, M.Sc., CRHPGlobal HR Leader | Board Member at CPHR Order | Forbes HR Contributor
Before diving into the feedback process, it's crucial to set clear intentions. Ask yourself what you aim to achieve with the feedback. Is it to improve performance, correct a behavior, or encourage professional development? Having a clear goal in mind ensures that your feedback is purposeful and directed towards a positive outcome. It also helps the recipient understand that your feedback is well-intentioned and aimed at their growth, which can make them more receptive to what you have to say.
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𝘞𝘩𝘦𝘯 𝘨𝘪𝘷𝘪𝘯𝘨 𝘧𝘦𝘦𝘥𝘣𝘢𝘤𝘬, 𝘢𝘷𝘰𝘪𝘥 𝘷𝘢𝘨𝘶𝘦 𝘤𝘰𝘮𝘮𝘦𝘯𝘵𝘴 𝘵𝘩𝘢𝘵 𝘤𝘢𝘯 𝘭𝘦𝘢𝘥 𝘵𝘰 𝘤𝘰𝘯𝘧𝘶𝘴𝘪𝘰𝘯 𝘰𝘳 𝘮𝘪𝘴𝘪𝘯𝘵𝘦𝘳𝘱𝘳𝘦𝘵𝘢𝘵𝘪𝘰𝘯. 𝘐𝘯𝘴𝘵𝘦𝘢𝘥, 𝘣𝘦 𝘤𝘭𝘦𝘢𝘳 𝘢𝘯𝘥 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤 𝘢𝘣𝘰𝘶𝘵 𝘸𝘩𝘢𝘵 𝘢𝘤𝘵𝘪𝘰𝘯𝘴 𝘰𝘳 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘳𝘴 𝘯𝘦𝘦𝘥 𝘪𝘮𝘱𝘳𝘰𝘷𝘦𝘮𝘦𝘯𝘵. 𝘜𝘴𝘦 𝘤𝘰𝘯𝘤𝘳𝘦𝘵𝘦 𝘦𝘹𝘢𝘮𝘱𝘭𝘦𝘴 𝘵𝘰 𝘪𝘭𝘭𝘶𝘴𝘵𝘳𝘢𝘵𝘦 𝘺𝘰𝘶𝘳 𝘱𝘰𝘪𝘯𝘵𝘴 𝘴𝘰 𝘵𝘩𝘦 𝘳𝘦𝘤𝘪𝘱𝘪𝘦𝘯𝘵 𝘤𝘢𝘯 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘦𝘹𝘢𝘤𝘵𝘭𝘺 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘥𝘪𝘥 𝘸𝘦𝘭𝘭 𝘰𝘳 𝘸𝘩𝘦𝘳𝘦 𝘵𝘩𝘦𝘺 𝘧𝘦𝘭𝘭 𝘴𝘩𝘰𝘳𝘵.
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Assuming that the intention is to create value for the person, then in my view we need to focus on behavior, not personality i.e. critique actions and behaviors, not the person's character. To make the feedback effective it has to be done one-on-one. So find a private setting where you can talk without interruptions. Start with a positive comment, provide constructive feedback, and end with another positive comment. Avoid ambiguity. Be straightforward and to the point to prevent misunderstandings. Use a calm and non-confrontational tone, and be supportive and encouraging. Feedback is a 2 way process, invite a response by encouraging the person to share his/her thoughts. Discuss ways to the issue and set specific goals with an action plan.
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It's crucial to understand and decide what should be the result of the outcome. Your intention, goal and tone should be decided prior. You have made it clear that it is for the growth of the team, the employee, the company nad the success of the project.
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To deliver honest and respectful feedback, start by setting clear intentions. Make sure your goal is to help and support the person, not to criticize them. Be specific about what you observed and how it affects the situation. Use “I” statements to express your perspective without sounding accusatory. Always balance your feedback with positive points and suggestions for improvement. By setting the right intentions, you can ensure your feedback is both constructive and respectful.
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Delivering honest and respectful feedback is crucial for fostering growth and trust. Here's a simple method I teach all my clients: Situation: Clearly describe the context. "During our team meeting today," Behavior: State the specific behavior observed. "I noticed you interrupted your colleague multiple times." Impact: Explain the effect of this behavior. "This hindered the flow of ideas and affected team morale." Action: Suggest a way to improve or reinforce. "Going forward, please allow others to finish speaking." Request: Ask for a commitment. "Will you commit to this approach in our next meeting?" This method ensures clear, actionable, and respectful feedback, promoting positive change.
Timing is everything when it comes to feedback. You need to find the right moment when the person is most receptive. This could be shortly after a specific event while the details are still fresh, but not so immediate that emotions are running high. Avoid times of high stress or when the individual is preoccupied with other tasks. Picking a neutral time and setting can make the difference between feedback that is accepted and acted upon and feedback that is dismissed or met with hostility.
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Sophia Nardelli, M.Sc., CRHP
Global HR Leader | Board Member at CPHR Order | Forbes HR Contributor
(edited)Timing is key not just for you, but also for the other person. Emotions can often push us to want to have the conversation immediately and impulsively. It's important to pause, reflect, and then choose the right timing. Don't hesitate to share your intention of wanting to discuss a specific topic and ask what time and place would work best for the other person. Give them time and be comfortable asking questions like: Is this a good time for us to have this talk? When would it work best for you? Starting with transparency and honest intent will always work in your favor.
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The timing and place are crucial to be decided when giving feedback especially when it is a negative one. When criticising an employee's performance, doing it in private will help them analyse their performance carefully and make changes. It will also increase the respect towards you.
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When giving feedback, be cognizant of outside factors. What is overall attitude of the team or office today? Do you remember this team member say they had current a stressor outside of work today? If you are trying to give critical feedback to someone and they are already stressed or down in the dumps, they are much les likely to receive that feedback well. I've found that when a team member is feeling neutral or positive, immediate feedback in a private setting is ideal. That allows them time to absorb the feedback you are delivering and assume positive intent from your end.
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Timing is crucial when giving feedback. Choose a moment when both you and the recipient are calm and not distracted by other tasks. Providing feedback during a stressful situation or in the heat of the moment can lead to defensiveness and conflict. Scheduling a specific time for the conversation can ensure that both parties are prepared and focused, leading to a more effective and meaningful exchange. Respect the recipient’s readiness to receive feedback, ensuring that it is given at an appropriate and considerate time.
When providing feedback, specificity is key. General comments can lead to confusion and lack of direction. Instead, focus on particular behaviors or outcomes that need attention. For example, rather than saying someone needs to be more proactive, point out a specific instance where taking initiative would have made a difference. This approach not only makes your feedback more actionable but also helps the recipient understand exactly what changes are expected.
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The feedback should be on topic. You shouldn't criticise or give feedback on the employee's matters. It should be about the project, work and performance. When giving feedback, you have to make sure not to drive out of the topic.
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Effective feedback hinges on specificity, crucial for guiding individuals towards improvement. When leaders cite precise instances and behaviors, they provide actionable insights that clarify expectations and facilitate meaningful development. Kim Scott Radical Candor's framework emphasizes this approach by encouraging leaders to highlight both successes and areas for improvement through concrete examples. This method not only helps recipients understand how their actions impact outcomes but also fosters a culture of continuous growth and accountability within teams. By consistently offering feedback, leaders cultivate an environment where individuals can learn from experience and strive towards higher standards of performance.
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Clear is kind so don't beat around the bush, use filler words, or make vague statements. Instead, state what you have observed, the current impact it is having and the desired impact going forward. Be sure to agree on the next steps, resources, and/or support before wrapping up so there is a forward direction. Lastly, avoid criticizing the individual, keeping your focus on the work itself.
Striking the right balance between honesty and respect is vital. While it's important to be direct and truthful, it's equally important to frame your feedback in a way that is considerate and constructive. One way to do this is by using the "sandwich" method: start with something positive, address the area that needs improvement, and conclude with another positive comment or a reaffirmation of your confidence in their ability to grow.
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When it comes to feedback, you have to be honest and give them in a way that motivates them to grow. The results of the feedback should always be improvement, not the employee resenting you or leaving the job. Always finish with a positive note and assure them that you are here to help them improve.
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Delivering honest and respectful feedback is a balancing act that needs care and understanding. Focus on specific actions and their effects, not personal traits. Use "I" statements to share your view without blaming. Mix negative feedback with positive comments to show you see their strengths too. Be constructive and give tips for improvement, making sure it's a two-way conversation. This way, your feedback stays respectful and helpful.
Feedback should not be a one-way street. Encourage the recipient to share their perspective and engage in a dialogue. This can lead to a deeper understanding of the issues at hand and foster a sense of collaboration. By showing that you value their input, you create an environment where feedback is seen as a tool for mutual improvement rather than criticism.
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Before giving feedback, you must take some time to understand the reason behind the issue from the point of view of the person. It helps you understand the issue fully and help with proper decision-making. This will make the employee feel heard and they will make sure not to be in the situation again.
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As a leader, when you stay curious and enable open dialogue, you embody a learning and development culture that is grounded in partnership, trust and openness. You are also role modeling this behavior as a leader. By inviting your employee to play an active role in the feedback conversation, your employee is more likely to take ownership of the actions for areas of development.
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Something that I find helpful is to express your perspective by using "I" statements to express your observations and feelings without sounding accusatory. For example, "I felt concerned when the project was delayed because it impacted our timeline."
Finally, following up after giving feedback is essential. It shows that you are invested in the person's development and are willing to support them through their growth process. Check in periodically to discuss progress, offer additional assistance, or adjust the feedback as necessary. This ongoing engagement can reinforce the positive behaviors you're aiming to cultivate and ensure that your feedback leads to tangible improvements.
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I routinely do this with coaching clients and am often surprised by their reaction. To me, it suggests a lack of follow up from their peers, colleagues or managers. A shame, as the reaction is always positive. They feel supported *and* accountable and like I care (I do!).
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Ein einzelnes Feedback ist oft nur ein Anstoss. Feedback Loops können helfen, das Gegenüber besser zu verstehen und noch besser in der Umsetzung zu unterstützten.
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A couple of things I find tremendously beneficial are: lowering the tension PR usually cause by allowing the reviewed to express how they feel at the moment. Doing this helps with reducing built up tension and lowering defenses which when high, greatly impact how well feeback is received. Additionally, I always come prepared with a solution, a path forward for my teammates to improve. This usually comes in the way of a tailored, and well structured development plan, outlined with clear actions my teammates can take to improve their performance. Taking this approach has helped me not only build higher performing teams but what’s vital for me as a leader build trust.
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Positioning is so important. A boss once told me (after sharing some direct - though fair - feedback with me) : 'Feedback is a gift. Worry when people *don't* give you any as it shows they don't care about your performance any longer' It didn't help me in that moment (!), but they were absolutely right and it has stayed with me ever since.
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Kim Scott has given some of the best guidance here in her book Radical Candor. Challenge directly, but care personally. When you care about the other person, you can share your feedback from a nonjudgmental point of view. Great feedback comes with guidance and perspective. Share what you see and what could be better. Then offer support in making it happen.
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Honest, respectful feedback? It's like performing surgery - precise, purposeful, and with care. Start with the right setting - private and unrushed. Be clear about your intentions - you're here to help, not criticize. Use specific examples, not generalizations. Focus on behaviors, not personality. I've found the sandwich method effective: start with a positive, address the issue, end with encouragement. Listen actively to their perspective. Together, create an action plan for improvement. Remember, good feedback is a gift. Delivered with respect and genuine care, it can transform performance and strengthen relationships.
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