I've learned to learn how people want to be treated and treat them that way. If you're providing feedback for growth think about how that person learns...examples, opportunities for hands-on experiences, pairing with a mentor, etc. Some people are working outside of what they know or have done before, utilizing their strengths to help them strengthen other areas will be key.

To tailor feedback for team members with different learning styles, begin by understanding their preferences—whether they thrive on detailed explanations, hands-on experiences, or visual aids. Adjust your delivery to align with their style, using examples, demonstrations, or collaborative discussions where needed. Keep feedback specific, actionable, and relevant to their goals. For reflective learners, allow time to process and follow up later, while active learners may benefit from immediate, practical suggestions. Balance constructive criticism with encouragement, ensuring it resonates with their learning approach. This personalized method fosters growth and empowers each team member to excel.

É essencial para promover seu crescimento. Comece conhecendo as preferências de aprendizado de cada um, utilizando questionários ou conversas individuais para entender como eles absorvem informações. Para aqueles que aprendem melhor visualmente, utilize gráficos e exemplos visuais durante o feedback. Para os auditivos, promova discussões e explicações verbais detalhadas. Para os que preferem a prática, forneça exercícios ou simulações. Além disso, ofereça feedback de maneira regular e em diferentes formatos, como por escrito, em reuniões ou informalmente. Essa abordagem personalizada aumenta a eficácia do feedback e ajuda cada membro a se desenvolver de maneira mais significativa.

I always fall back on the Platinum Rule: treat others how they want to be treated instead of the Golden Rule. Hot take? Maybe. But it works well for me and how I then incorporate tools like DISC. Here's a cheat sheet for your different personalities: D (Dominance): Be concise and action-focused. Highlight wins and set clear goals—keep it direct and efficient. I (Influence): Use an upbeat, conversational style. Recognize achievements publicly and make feedback engaging. S (Steadiness): Offer feedback calmly, emphasizing support and team benefits. Ensure a safe, respectful approach—abrupt critiques won't work. C (Conscientiousness): Provide detailed, data-backed feedback. Send information ahead of time and use clear examples.

Understanding that every team member learns differently is key to unlocking their full potential. Tailored feedback starts with active observation—notice how they engage, ask questions, and approach challenges. For visual learners, provide charts or infographics; for auditory learners, rely on clear, spoken explanations. Use hands-on examples for kinesthetic learners. Most importantly, ask them what works best—showing that you care about their growth strengthens both the team and the individual.

Watch closely—do they thrive with visuals, hands-on experience, or verbal guidance? Once you know, adjust your approach. Show them with a demonstration, explain it step by step, or have a conversation that connects with their style. But don’t stop there ask if it’s working. Feedback should be a two-way street. When you adapt and refine how you communicate, you build a space where learning feels personal, supportive, and truly effective.

As an authentic effective leader, never assume that they learn the same way. We are all built differently. Avoid taking the easy way out. Instead, invest time to fully understand each of their personalities, professional background, what drives them in their current roles, & their aspirations. Start with the end in mind. And work your way back to where they are today. Spend time on 1-on-1s to allow them space & avenue to share their fears, joys, challenges, etc. with you. Listen more & talk less during these sessions. Make it psychologically safe for them to speak up. You need them to trust you & treat you as their confidante. It is only then that you will be able to curate your narrative during feedback sessions. Stretch them if possible.

In my experience, I’ve found that tailoring feedback to each team member’s learning style is essential for growth. I take the time to understand how each person processes information—whether they prefer direct, detailed guidance or a more visual or hands-on approach. For example, with one team member, I might provide step-by-step instructions and examples, while with another, I’ll use visuals or discussions to spark creativity. By offering feedback in ways that resonate with each individual, I empower them to grow and improve efficiently, fostering a stronger, more cohesive team.

Understand learning styles: Ask or observe if they prefer visuals, discussions, or hands-on activities. Adapt your approach: Use charts, verbal discussions, or practical examples based on their preference. Use clear examples: Relate feedback to their specific work. Ask for input: Check if the feedback method works and adjust as needed. Track progress: Celebrate improvements to reinforce growth.