It's all about setting the vibe first! I start by making it clear: we’re here to build, not blame. Feedback should feel constructive, not like a roast session. I focus on showing how to improve, not just barking orders. If needed, I’ll roll up my sleeves and demonstrate and lead by example. My go-to strategy? The sandwich approach (positive-critique-positive) paired with some assertive honesty—it works like a charm. Oh, and I remind my team: I’m not here to judge. Don’t bring those energies in. Personal Tip! End feedback with a question: “How can I support you?” It opens up collaboration and keeps the flow going. 💡

Anything positive can be shared with the entire team, so that everyone knows what is good and should be emulated. It should not be the same person all the time - share and celebrate different strengths that each team member brings to the table. For areas of improvement - give feedback one-on-one. In the current environment where retrenchments and terminations are getting more commonplace, it's good to promote a psychological safe space where you assure your team that you do notice all the other good things they have been contributing to the team. Don't forget to ask your team if they have any feedback for you. Encourage them to also set a positive tone, be specific and actionable, and encourage dialogue.

Several suggestions: 1. Incorporate regular, consistent feedback discussions into your culture. 2. Focus upon improving the process and not critiquing individuals. 3. Begin with “what went well?” 4. Next ask “what have we learned?” 5. End with “Based upon what we have learned, what can we do to improve our performance going forward?

Make feedback a regular part of team interactions rather than something that only happens during formal reviews or when issues arise. By normalizing feedback, you reduce the stress associated with it. For example, "I want to make sure we’re always on the same page, so let’s talk about what’s going well and where we can improve together."Build rapport with your team by being approachable and supportive. Let them know you’re genuinely invested in their success, not just in pointing out areas of improvement. This helps them feel comfortable when receiving feedback.