??Acknowledge specific achievements to show appreciation for their efforts. ??Tie feedback to strengths by connecting improvement areas to existing skills. ??Use positive language to inspire confidence and emphasize potential. ??Offer constructive suggestions as opportunities for growth, not criticism. ??Encourage an open dialogue, allowing team members to share their thoughts. ??Reinforce their value to the team, focusing on contributions and growth. ??Highlight progress regularly to maintain motivation and engagement.

I would dial back a bit on highlighting strengths when there's a need to give important feedback. This is to avoid giving a feedback sandwich, layering constructive criticism in between positive comments. Giving a feedback sandwich can cause confusion & even come off as inauthentic. It's important to be clear & sincere that the feedback is an opportunity to improve, not a personal attack. When combined with consistent celebration of wins and improvements, this approach builds genuine goodwill. And sometimes, it could just depend on how you say it.

What I've found to work is making sure you are crystal clear on the feedback. Sugar coating areas that need improvement help no one. Assuming it isn't a performance management situation you should have plenty of strengths and wins to highlight, but high performers need to know and usually want to know what will take them to the next level. I like to frame them as areas that if addressed can super charge their performance.

Start with Positive Reinforcement: Begin by highlighting specific strengths, achievements, or positive behaviors. Be Specific and Balanced: Provide clear examples of what they’re doing well, linking it to team goals or outcomes. Frame Feedback as Growth Opportunities: Position areas for improvement as chances to build on existing strengths, rather than as shortcomings. Encourage a Growth Mindset: Highlight their potential for growth and express confidence in their ability to improve. End on a Positive Note: Summarize their strengths and express appreciation for their contributions.

1. Start with Strengths: “You did a great job on [specific task]. Your attention to detail really shines!” 2. Suggest Next Steps: “To make it even better, try focusing a bit more on [improvement area]. I know you can do it!” 3. Offer Support: “I’m here if you need any help. Let’s build on your strengths together!”