Introduction
Feedback is one of the most powerful tools a leader has — yet it’s also one of the most underused or misused. When delivered well, feedback improves performance, builds trust, and helps people grow. But when handled poorly, it can lead to confusion, resentment, and disengagement.
Why Feedback Often Fails
Many leaders avoid giving feedback because they fear damaging relationships. Others deliver it in ways that feel overly critical or vague. Both approaches undermine the purpose of feedback: improvement.
The Ingredients of Effective Feedback
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Be Timely
Give feedback close to the event. Delayed feedback loses relevance. -
Focus on Behavior, Not Personality
Address specific actions, not character traits. For example: “I noticed you missed two deadlines,” instead of “You’re unreliable.” -
Make It a Dialogue
Invite the other person to reflect, ask questions, and co-create next steps. -
Balance Constructive and Positive Feedback
Reinforce what’s working, not just what needs to change. -
Align with Goals
Link feedback to the individual’s development path or team objectives.
Conclusion
Feedback is not about fault — it’s about growth. Leaders who master this skill create cultures of openness, accountability, and continuous improvement. It’s not a difficult conversation — it’s a leadership habit.
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