You’ve also got to describe the alternate behavior that you want.
Otherwise, you’re leaving someone with feedback that they can’t do a whole lot with.
The four step process of feedback that I suggest:
- Detail what’s going well, where someone has strong competence, where they’re unique. Be specific.
- Next, share where they can do things differently, what would make an impact to achieving their objectives and yours. Be specific.
- Ask what you can do to help make this person more successful in the change you’re suggesting.
- Provide your full support, including being accessible for questions, feedback, and regular check-ins as they endeavor to move the needle
Identifying what you want to change is the easy part. Providing the alternative, and supporting someone in their effort to get there, is leadership.
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