It can be tough to give tough feedback. The challenge is to do so in a way that motivates change without making the other person feel defensive. There are several common pitfalls in offering negative feedback: using the opportunity to blow off steam instead of to coach, surrounding negative feedback with so much positive feedback that it goes unnoticed, or simply avoiding and delaying because we anticipate the employee will become argumentative.
Writing in the Harvard Business Review, management professor and executive coach Monique Valcour notes that powerful, high-impact feedback conversations share the following elements:
What was your experience the last time you had to deliver tough feedback? To join the conversation, click "comments" above.