How to Deliver Tough Feedback

How to Deliver Tough Feedback

I talk a lot about the “The Losada Line.”

You know, that ratio of positive interactions and praise to criticism necessary to bring out the best in others.

The line itself indicates that a ratio of approximately 3 positive interactions for every 1 negative interaction is necessary for teams to perform well and individuals to experience optimal mental health. 

And while I talk a lot about the various ways to improve this ratio by being more positive (most of us are unconsciously far too negative), how we deliver criticism is important as well.

So the question then is, how does one deliver feedback in the most effective and positively influential way.

Here are some tips and thoughts on how to best deliver tough, but caring, feedback:

–Make the intention clear from the start that you care and believe in them. If this step is skipped, feedback is often met with resistance and defensiveness. 

-The receiver doesn’t always have to leave the conversation happy. When used correctly, lingering anxiety is a useful tool for positive change.

– The receiver should know you believe in them, and that you wouldn’t be wasting your time on this teaching time if you didn’t. 

– The receiver should have a clear goal on what the change explicitly looks like. Think “specific” in terms of traditional SMART goals. The leader should then follow up with praise at the first sign of positive change. 

– The receiver should feel confident they have your support in their upcoming journey.

– The receiver should have a clear understanding why the change-goal is important for themselves, the team, and the team’s mission. 

If a leader can clearly outline these points in their feedback, it will be well received and offers the best shot at change for the better!