Kathy Krul-Manor, CEO & Leadership Advisor
December 17, 2024
Feedback: From Uncomfortable to Transformational
Giving feedback is one of the most powerful tools leaders have to drive performance, growth, and engagement. Yet, for many leaders, it remains one of the most uncomfortable parts of their role.
Does this sound familiar?
You avoid giving feedback for fear of creating conflict.
You sugarcoat the message so much that the real issue gets lost.
You struggle to strike the right balance between praise and constructive guidance.
If so, you’re not alone. But here’s the truth: when done well, feedback transforms performance and builds trust.
Why Feedback Matters
Feedback isn’t just about correcting what’s wrong; it’s about helping people unlock their potential. When you provide clear, actionable feedback, you:
✅ Show your team you care about their growth.
✅ Build trust through honest, open communication.
✅ Drive better results by helping your team perform at their best.
The good news? Giving feedback is a skill, and like any skill, it can be learned.
3 Steps to Giving Better Feedback
1️⃣ Make Feedback a Regular Habit
When feedback is given only during annual reviews
or after big mistakes, it feels heavy and uncomfortable. Leaders who give feedback regularly make it part of everyday conversations.
Try this:
Schedule short, ongoing check-ins with your team. Share observations while they’re still fresh—both the positives and areas to improve.
2️⃣ Be Clear, Specific, and Constructive
Vague feedback leads to confusion and missed opportunities. Great feedback is clear, actionable, and focused on behaviors—not personality.
Try this:
Use the SBI framework (Situation – Behavior – Impact):
Situation: “In yesterday’s team meeting…”
Behavior: “…you interrupted a colleague during their presentation.”
Impact: “…this made it difficult for the team to hear their full idea.”
Finish with a forward-looking suggestion: “Next time, let’s make sure everyone gets a chance to contribute before jumping in.”
3️⃣ Balance Candor with Care
Giving tough feedback doesn’t mean being harsh—it means being honest and empathetic. Your team needs to know you’re on their side.
Try this:
Lead with intention. Ask yourself: “What outcome do I want from this conversation?” Start by highlighting strengths before moving into areas of improvement.
Example: “I appreciate how dedicated you are to this project. Let’s work together to tighten up the timeline so we can hit our goals.”
Feedback That Builds Trust and Performance
Leaders who master the art of giving feedback foster a culture of growth, accountability, and trust. Your team isn’t looking for perfection—they’re looking for someone who believes in them enough to help them improve.
Start small. Share one piece of positive feedback today and one opportunity for growth this week. Watch how even small, thoughtful conversations build confidence and connection.
Ready to Take the Next Step as a Leader?
Feedback is not a one-time conversation; it’s an ongoing opportunity to elevate your team. Start practicing, be intentional, and trust that your team will grow because of your guidance.
If you’d like support building your feedback skills or coaching your team to thrive, let’s connect. I’d love to help you transform this essential leadership practice, connect with me directly!
Follow me on LinkedIn for more insights on leadership, team growth, and resilience.
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