Why Giving Feedback Still Feels So Hard—And How to Get It Right
If you’ve ever hesitated to give someone feedback because you didn’t know how to say it—or worried it would come across the wrong way—you’re not alone.
In fact, most feedback in the workplace misses the mark.
It’s vague.
It’s late.
It’s so sugarcoated that it loses all meaning.
Or worse—it’s delivered in a way that damages trust rather than builds it.
That’s why we dedicated Episode 7 of Leadership Explored to a practical, no-fluff conversation about how to give feedback that actually works.
🎧 Listen to Episode 7: Giving Feedback – How to Do It Right
Available on Substack, Spotify, Apple Podcasts, YouTube, and all major platforms.
What’s in this episode:
We break down a simple, respectful 4-step framework for giving better feedback:
Ask for permission
Describe the behavior
Explain the impact
Leave space for the recipient to decide how to act
We also talk about: – Why feedback must be future-focused, not backward-looking
– The difference between helpful feedback and judgment
– Why softened, vague language undermines growth
– How leaders can build trust by giving more positive feedback, not just pointing out mistakes
– Why feedback culture starts with modeling, not mandates
If you're leading a team, mentoring others, or just trying to become a better communicator, this one’s for you.
Key Quote:
“Feedback isn’t about pointing out what happened. It’s about helping someone improve going forward.” – Ed Schaefer
Coming up next:
This was only Part 1. In our next episode, we’ll tackle the equally important (and often overlooked) skill of receiving feedback—how to take it in, what to do with it, and when you might even need to push back.
Subscribe to make sure you don’t miss it.
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Got a story about feedback that shaped your leadership—for better or worse? Hit reply or drop us a comment. We’d love to hear from you.
Until next time,
– The Leadership Explored team