Everyone says they want feedback. Most orgs get it wrong — and it costs trust, clarity, and talent.
I’ve learned the hard way. Here’s what they don’t teach you in leadership training:
1/ Prepare like it matters
- Set your intention — know the outcome you’re driving
- Create safety — right moment, right tone, private space
- Be specific — focus on behavior, not just vibes
2/ One size doesn’t fit all
- Gen Z — craves real-time coaching + freedom
- Millennials — want purpose with clarity
- Gen X — values autonomy + experience
3/ Feedback ≠ Opinion
- “Great job” — vague praise, not useful
- “You messed up” — judgment, not guidance
- Be objective — anchor in behavior + outcomes
4/ Most managers get it wrong
- Too soft for too long, then too harsh
- If it doesn’t drive action, it’s just noise
- Year-end dump — not strategy, it’s neglect
5/ Feedback isn’t fluff — it’s your superpower
- Great leaders coach in real time, not just in 1:1s
- Constructive feedback — a mirror and a path
- Growth happens now, not at year-end