Most managers avoid feedback like it’s dental surgery. Direct reports, meanwhile, wander around guessing what “good” looks like. Yet feedback - positive and corrective - is the single fastest route to growth. Here’s how to do it well:
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Get specific. Vague feedback changes nothing. Point to behaviour, not personality. “In yesterday’s meeting you…” is useful. “You’re not committed” is lazy.
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Explain the impact. People rarely change because something is “wrong”. They change when they understand the consequence on you, the team, the mission.
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Show the path. Don’t just say what’s broken. Say what “better” looks like. Most people want to improve; they just don’t have the blueprint.
- Make it a habit. Don’t save feedback for annual reviews. Normalise it. Praise quickly. Course-correct early. Leadership is just feedback, delivered often and well.
The above leadership tip...
was sent in response to a question from a participant on our acclaimed 10/10 leadership development and mentoring programme. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please contact us.
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