Begin by creating a safe space: “I value your contributions and want to discuss something to help us both succeed.” Be direct but respectful, focusing on the behavior, not the person: “I noticed [specific issue]. Here’s why it’s important to address.” Pause to hear their perspective: “What are your thoughts on this?” Collaborate on a solution: “How can we tackle this together?” End with encouragement: “I’m confident you can make this adjustment, and I’m here to support you.” Balancing clarity with compassion ensures your feedback is constructive, not demoralizing, and builds trust while driving improvement.

I often approach it using the SBI Model. The Situation-Behavior-Impact (SBI) model is a powerful framework for structuring feedback conversations. Start by describing the specific situation, then move on to the behavior, and finally explain the impact of that behavior on the team or project's progress. My strategy focuses on three key principles: - Clarity & Objective - ⁠Empathy via Active Listening - ⁠Support & Follow-ups I always end the conversation with encouragement, affirming my belief in their ability to improve and succeed. By fostering a growth mindset and offering support, tough feedback becomes an opportunity for positive change.

When giving tough feedback, start by setting the right tone: acknowledge their strengths and express your intent to support their growth. Be direct but respectful, focusing on specific behaviors, not personal traits. For example, “I’ve noticed missed follow-ups affecting results; let’s address this together.” Invite their perspective to show empathy and understanding. Then, focus on solutions, collaboratively setting actionable steps to improve. End with encouragement, reinforcing their value to the team and your confidence in their ability to grow. This balances accountability with care, ensuring the feedback drives positive change without demoralizing.

Feedback to Feed forward A process which either makes or breaks the team….. Go slow -First & foremost is to go step by step pick the most critical first & discuss on same Do your homework-Need to fix what to take first Be clear- Be assertive be clear what message to give & which intensity Listen to act-Listen the situation & act accordingly ….need to respond rather react

Giving tough feedback isn’t easy, but I’ve learned it’s all about balance. I approach it with honesty and clarity, focusing on the issue, not the person. While being direct, I also make sure to show empathy—acknowledging their efforts and how they’re feeling. I listen to their side, offering support and a clear path for improvement. It’s important to create a safe space where feedback feels constructive, not personal. By being both assertive and compassionate, I’ve seen team members respond better and grow from the experience.

When giving tough feedback, be direct but empathetic. Acknowledge their value, state the specific issue with concrete examples, listen to their perspective, and work together to find solutions.

Navigating tough feedback requires balancing assertiveness and empathy for clarity and constructiveness. I focus on three elements: 1. Preparation and Context: Understanding the issue, its impact, and solutions is key. For example, during technical and commercial transformations, actionable feedback drives alignment and improvement. 2. Clarity with Respect: Addressing specific behaviors, not vague issues, ensures respect and avoids defensiveness. Clear communication is vital when aligning diverse teams in strategic partnerships. 3. Empathy and Collaboration: Framing feedback as growth-oriented, I invite input and foster collaboration, ensuring feedback motivates rather than discourages.

Start the conversation by acknowledging the team member's strengths and contributions to create a positive foundation. Use "I" statements to communicate your observations and concerns in a non-confrontational manner, and be direct yet respectful in addressing the issue. Listen actively to their perspective and validate their feelings, showing empathy for their challenges. Conclude with actionable suggestions for improvement and offer support to help them succeed, ensuring the feedback is both constructive and motivating.

Be kind, direct and specific, include the why, check for intent, understanding and support needed. Be kind: treat the person with respect, dignity, appreciation, and assume positive intent. What fears/emotions may be driving their actions and what they hear? Be direct and specific: Situation Behavior Impact + Intent is a very useful model for this. How might you be misinterpreted? Ex. rude can mean many things. Interrupting people when they are speaking is specific. Include the why: how will changing impact them, the organization, you? Why does it matter? Check in: what was their intent? What actions and behaviors did they hear you say are needed to implement your request? What training and support would they find helpful?