Start with what they are doing well to build confidence. Transition to areas of improvement with a constructive approach. Encourage a two-way conversation to make them feel heard and involved. Foster trust by ensuring feedback is delivered in private and with a supportive tone. Constructive feedback not only helps emerging leaders improve but also empowers them to grow with confidence and resilience.

When giving constructive feedback to the next generation of leaders, you can: Be specific: Provide clear, actionable examples that focus on tangible improvements. Be timely: Address feedback as soon as possible. Be solution-oriented: Focus on providing positive solutions. Be a good listener: Actively listen to the other person's perspective, ask questions, and seek to understand their point of view. Be supportive: Set a supportive tone and balance praise with areas for improvement. Make it a two-way conversation: Provide next steps and expectations, and follow up after providing feedback. Don't make it personal: Keep the feedback focused on work, not on the person. Establish trust: Build trust with the person you're giving feedback

Here's a lesson from years of mentoring tech talents: Feedback isn't a performance review—it's a growth conversation. I learned to frame critiques as "opportunity narratives" instead of criticism. When a junior developer missed a critical optimization, I'd say: "Let's walk through this together. Where did your thinking lead you here? What alternative approaches could we explore?" Make it collaborative, not confrontational. Always start with their intent, not their mistake. Recognize the effort, then guide the learning. True leadership is about illuminating potential, not highlighting failures. Feedback is a gift. Wrap it in curiosity, respect, and genuine belief in their capability to evolve.

Change the narrative, create a culture of feedback seeking, encourage informal feedback, with the intentionally of open, courageously vulnerable accountability partners with the express desire to stretch individuals and create meaningful exchanges for development and insights. Often the higher you progress in your career the quieter the feedback becomes and the less the meaningful exchanges happen. Everybody deserves to feel purposeful and to be a contributor to the larger vision of the organization and one's own self actualization. Feedback is a muscle to be flexed, receiving and offering. Start with you seeking it out rather than waiting for formalised performance reviews

Create a Positive Environment Build Trust: Establish a foundation of mutual respect and rapport. When people feel valued, they are more receptive to feedback. Be Specific and Actionable Focus on Behaviors, Not the Person. Balance Strengths and Areas for Improvement Start with Positives: Recognize achievements and strengths to set a constructive tone. Address Challenges: Frame criticisms as opportunities Use a Collaborative Approach Invite Their Perspective: Ask for their input on their own performance Work Together: Develop solutions collaboratively, empowering them to take ownership of their growth Maintain Empathy and Patience Be Mindful of Their Perspective: Consider their feelings and challenges when delivering feedback.

"Developing Future Leaders through Targeted Development" To cultivate leadership talent, it is essential to identify high-potential individuals & engage in open, honest discussions about their career aspirations. A genuine desire to advance into a leadership role is crucial for success. 1. Stretch their capabilities 2. Involve cross-functional teams (where possible) 3. Foster collaboration & innovation Solicit feedback from colleagues, stakeholders AND the individual. We need to develop & nurture future leaders within our organisations.

To offer constructive feedback effectively, focus on clarity, empathy, and actionable advice. Start by recognizing the individual strengths, creating a positive tone. Be specific about areas for improvement, using examples to clarify the feedback. Frame the feedback as a development opportunity, offering guidance on how to improve, rather than just pointing out short comings. Encourage a two way conversation, asking for their perspective and fostering a growth mindset. Provide regular follow-up to track progress and offer additional support. This approach builds trust, motivates improvement, and helps the next generation of leaders grow with confidence and clarity.

Specificity: Identify specific behaviors, actions, or outcomes that need improvement. Timeliness: Provide feedback as soon as possible after the event or situation. Start with Positivity: Begin with positive feedback to establish a supportive tone. Clear and Concise Language: Use simple, straightforward language to convey your message. Provide Examples: Offer specific examples to illustrate your points and make the feedback more concrete. Celebrate Successes: Acknowledge and celebrate successes and improvements.