What Makes Feedback Valuable

If your feedback isn't changing behavior, you're not giving feedback—you're just complaining. After 25 years of coaching leaders through difficult conversations, I've learned that most feedback fails because it focuses on making the giver feel better rather than making the receiver better. Why most feedback doesn't work: ↳ It's delivered months after the fact ↳ It attacks personality instead of addressing behavior ↳ It assumes the person knows what to do differently ↳ It's given when emotions are high ↳ It lacks specific examples or clear direction The feedback framework that actually changes behavior: TIMING: Soon, not eventually. Give feedback within 48 hours when possible Don't save it all for annual reviews. Address issues while they're still relevant. INTENT: Lead with purpose and use statements like - "I'm sharing this because I want to see you succeed" or "This feedback comes from a place of support." Make your positive intent explicit. STRUCTURE: Use the SBI Model. ↳Situation: When and where it happened ↳Behavior: What you observed (facts, not interpretations) ↳Impact: The effect on results, relationships, or culture COLLABORATION: Solve together by using statements such as - ↳"What's your perspective on this?" ↳"What would help you succeed in this area?" ↳"How can I better support you moving forward?" Great feedback is a gift that keeps giving. When people trust your feedback, they seek it out. When they implement it successfully, they become advocates for your leadership. Your feedback skills significantly impact your leadership effectiveness. Coaching can help; let's chat. | Joshua Miller What's the best feedback tip/advice, and what made it effective? #executivecoaching #communication #leadership #performance

Most leaders don’t struggle to give feedback because they lack good intentions, they struggle because they lack the right frameworks. We say things like: 🗣 “This wasn’t good enough.” 🗣 “You need to speak up more.” 🗣 “That project could’ve been tighter.” But vague feedback isn’t helpful, it’s confusing. And often, it demoralizes more than it motivates. That’s why I love this visual from Rachel Turner (VC Talent Lab). It lays out four highly actionable, research-backed frameworks for giving better feedback: → The 3 Ps Model: Praise → Problem → Potential. Start by recognizing what worked. Then gently raise what didn’t. End with a suggestion for how things could improve. → The SBI Model: Situation → Behavior → Impact. This strips out judgment and makes feedback objective. Instead of “You’re too aggressive in meetings,” it becomes: “In yesterday’s meeting (Situation), you spoke over colleagues multiple times (Behavior), which made some feel unable to share (Impact).” → Harvard’s HEAR Framework: A powerful structure for disagreement. Hedge claims. Emphasize agreement. Acknowledge their point. Reframe to solutions. → General Feedback Tips: – Be timely. – Be specific. – Focus on behavior, not identity. – Reinforce the positive (and remember the 5:1 rule). Here’s what I tell senior FMCG leaders all the time: Good feedback builds performance. Great feedback builds culture. The best feedback builds trust, and that’s what retains your best people. So next time you hesitate before giving hard feedback? Remember this: → You’re not there to criticize. → You’re there to build capacity. Save this as your cheat sheet. Share it with your teams. Let’s make feedback a tool for growth, not fear. #Leadership #FMCG #TalentDevelopment #PerformanceCulture #FeedbackMatters #ExecutiveDevelop

Are you generous in your feedback? "Good job" is not generous feedback. "You did such a great job" is not generous feedback. "You could do this better" is not generous feedback. 💬 What makes feedback feel generous? It makes people feel: ✔️ Seen ✔️ Valued ✔️ Respected ✔️ Understood ✔️ Capable of more Every generous feedback is unique because: It points out exactly what you did, why it mattered, and how you can grow.   👥 Great leaders give generous feedback often. They’re generous with their time, preparation, thoughtfulness, and delivery. They don’t rush it. They plan it. They make space for it. And they do it in a way that feels encouraging, respectful, and motivating.   👉🏼 If you want to be more generous in your feedback, try this: ✔️Plan it – Don’t wait for the perfect moment. Create and prepare for it in detail. ✔️Show belief – Express the intent for feedback is belief in the person and their potential. ✔️Be specific and detailed – Reference context, visible behavior, the good and the bad, and break it down. ✔️Be timely – Offer it close to the event. ✔️Explain the impact – Why did it matter? What was the ripple effect? ✔️Offer empathy – Show you understand their perspective. ✔️Offer a next step – Suggest something to build on it or shift it. ✔️Stay connected – Invite dialogue. Make it safe to engage. 💡 Generous feedback empowers and elevates people. I puts them into a growth mindset. Forget constructive criticism. Give generous feedback instead. Generous feedback fuels potential.   For example, ❌ CONSTRUCTIVE CRITICISM: "You could’ve organized your points more clearly. People were confused about your main takeaway. Next time, try using bullet points or a framework."   Vs.   ✅ GENEROUS FEEDBACK: "I really appreciated that you spoke up and brought a fresh perspective. It sparked a lot of conversation. And that takes courage in this room. When you shared your idea about streamlining the client process, it really stood out. One way to make it land even stronger is to lead with your key takeaway first. That way, people can understand it faster and engage with the details. Want to brainstorm some structures together?”   🗣️ When was the last time someone gave you generous feedback? How did it make you feel? Let’s make feedback a gift, not a task.   #Leadership #FeedbackThatLands #PeopleDevelopment #GenerousLeadership #SpeakToLead #EmotionalIntelligence #TeamCulture

After 15+ years as a Chief People & Culture Officer for Fortune 100 & 500 companies, I’ve seen firsthand that delivering feedback is both an art and a science. I’ve managed teams ranging from 5 to 1,000, and if there’s one thing I know for sure—it’s that great feedback isn’t just about what you say. It’s also about when and how you say it. Mastering this skill takes time and intention, but here are five of my best lessons from years of real-world leadership: Be specific & timely – Don’t wait for annual reviews. Celebrate wins or address issues in real-time. Focus on behavior, not personality – “Your report was late” is more actionable than “You’re unreliable.” Listen more than you speak – Feedback should be a dialogue, not a monologue. Follow up – Show you value the conversation by checking in later. Lead by example – Be open to feedback yourself. It sets the tone for your team. A feedback-rich culture starts at the top. Leaders, how you give (and receive) feedback shapes your entire organization. And the best teams embrace feedback that flows both ways. What’s the most valuable lesson you’ve learned about giving or receiving feedback at work?

We all know feedback is essential—but not all feedback is created equal. In The Culture Code, Daniel Coyle highlights a study that tested teacher feedback. One 19-word phrase had a dramatic effect on student effort and performance: 🗣️ “I’m giving you these comments because I have very high expectations and I know that you can reach them.” This works because it: ✔️ Builds trust ✔️ Combines high standards with belief ✔️ Signals inclusion and support It’s called wise feedback—and it’s powerful in classrooms, offices, and everywhere people want to grow.

Do you want your feedback to make a real difference? Start with care. Whether you're offering feedback at WORK or in your PERSONAL LIFE, how you say something matters just as much as what you say. Here are a few principles that shift feedback from confrontation to collaboration: 💬 Act from a place of care. Give feedback to help, guide, support, and enhance—not to correct or control. Your intention is your foundation. 🧠 Focus on the behavior, not the person. Instead of saying, “You are careless,” say, “This action caused a delay.” People can change behaviors more easily than identities. 🎯 Stick to the situation. Talk about what was said or done—not who someone is. This creates space for learning instead of defensiveness. ❓ Lead with questions. Ask before assuming. “What was your thinking behind this?” opens up a conversation instead of closing it down. 🍞 Use the feedback sandwich. Start with a strength, offer the challenge, and end with encouragement or appreciation. Feedback is a big time about building trust, clarity, and growth. When was the last time you gave someone feedback that helped them grow? #feedback #trust #growth