Why Giving Feedback Still Feels Hard—And How to Finally Get It Right
Let’s be honest—giving feedback still feels uncomfortable for a lot of leaders.
Even if you know it's important, even if you've read the books… when the moment comes, it’s easy to freeze up, sugarcoat, or postpone until it’s too late.
This week on Leadership Explored, we’re diving into one of the most avoided—but most critical—skills in leadership: how to give feedback that actually helps people grow.
In Episode 7, we unpack:
– Why vague or delayed feedback causes more harm than good
– The four principles of effective feedback: future-focused, timely, specific, and actionable
– How to avoid the classic “compliment sandwich” trap
– When to coach vs. when to teach (and how to know the difference)
– Why trust is the foundation of all feedback culture—and how to build it
We also share real stories of feedback gone wrong, including how a poorly timed performance review once derailed a major opportunity—and what could’ve changed that outcome.
🎧 Listen to Episode 7: “Feedback Part 1 – Giving Feedback: How to Do It Right”
📅 Drops Tuesday, June 17
🌐 leadershipexploredpod.com
If you’ve ever wondered…
How do I give feedback without damaging trust?
What if they take it personally?
What’s the right moment to speak up?
…this episode is for you.
From the Episode:
“Feedback isn’t about pointing out what happened. It’s about helping someone improve going forward.” – Ed Schaefer
“If all you say is ‘That was bad,’ it’s not helpful. I need context, tools, and clarity if I’m going to improve.” – Andy Siegmund
Next Up:
Part 2 of this feedback series—how to receive feedback with resilience (and maybe even push back with grace)—coming in two weeks.
We’d love to hear from you:
What’s the hardest feedback you’ve ever had to give or receive?
Reply in the comments or email us at leadershipexplored@gmail.com.
Until then—lead with purpose.
– Leadership Explored