Giving feedback is one of the most critical tools in a leader’s arsenal—but let’s be honest, it’s also one of the most nerve-wracking. No one likes the idea of making someone feel uncomfortable or defensive, yet without honest feedback, teams can get stuck in a rut, and growth grinds to a halt. So why do so many leaders shy away from giving it?
Whether it’s fear of conflict, damaging relationships, or simply not knowing how to do it effectively, giving constructive feedback can feel like walking a tightrope. But what if there was a way to make feedback easier, less daunting, and more impactful?
Who's in the Hot Seat?
Coaching Client: Max, a VP of Licensing at a major entertainment studio.
Coaching Challenge: Max leads a talented team, but lately, things have felt a bit stagnant. His team is producing good work, but they aren't reaching the next level in their professional growth. Max knows they need feedback to improve, but he’s uncomfortable giving it, especially when it’s critical. He’s worried about hurting feelings or causing tension, but also knows that avoiding feedback is holding both his team and himself back.
So, how do you get comfortable with giving the kind of feedback that pushes your team to grow? Let’s dive into three strategies that helped Max overcome his feedback fear.
1. Reframe Feedback as a Growth Tool, Not Criticism
Max realized that the root of his discomfort with giving feedback was his fear of being seen as overly critical or harsh. But feedback isn’t about pointing out flaw. It's about guiding others to realize their full potential. When you frame feedback as a tool for growth rather than a personal attack, it shifts your mindset and helps you approach these conversations more positively.
Before giving feedback, Max began starting his conversations with, “I’m sharing this because I believe it will help you grow and improve in the long run.” This simple statement reframed the conversation from “critique” to “growth opportunity” and set a supportive tone.
2. Be Specific and Actionable
One of Max’s biggest challenges was that, when he did give feedback, it was too vague to be effective. Comments like “You need to communicate better” or “Your presentations could use work” left his team confused. Constructive feedback needs to be both specific and actionable. This helps people understand exactly what they need to work on and how to improve.
Max shifted from general feedback to providing examples and actionable steps: “In your last presentation, you focused more on the data than on the storytelling. Next time, try to engage your audience by tying the data to the overall vision of the project. That will help keep everyone invested in the outcome.” This gave his team a clear path forward.
3. Create a Feedback-Friendly Environment
To make feedback more effective (and less awkward!), Max worked on building a team culture where feedback wasn’t feared but welcomed. He started regularly asking his team for feedback on his leadership, which helped create a two-way dialogue. When feedback is a normal part of the conversation, it becomes less daunting for both the giver and the receiver.
During the team's monthly one-on-one check-ins with Max, he invited them to give feedback on his own performance. By modeling vulnerability and openness, he encouraged his team to feel more comfortable receiving feedback from him. Over time, the atmosphere shifted, and feedback was seen as a normal, healthy part of their growth.
Your Turn! If you’ve been holding back on giving feedback, consider how these strategies can help. Start small, be specific, and remember that feedback is about helping your team (and yourself) grow. It’s time to unlock the potential that comes from open, constructive conversations.
This newsletter is created by Phyllis Reagin, M.A., Executive Coach and founder of At the Coach's Table, a leadership development and team-building company serving the Entertainment/Media industry, To learn more about us visit here.