To ensure feedback is received positively by a colleague who is sensitive to it, focus on building a strong, trust-based relationship. Effective interpersonal skills are key; understanding how your colleague perceives you and the professional relationship you share can create a more receptive environment for feedback. Practicing stakeholder management and consistently nurturing these relationships are essential for fostering a healthy work environment and positive team dynamics, making it easier to provide constructive feedback in a supportive way.

The 'sandwich' method and focusing on observable behaviors are especially effective in maintaining a constructive tone. I’d also suggest incorporating active listening during these conversations. Giving your colleague space to share their perspective can make the exchange feel more collaborative and less one-sided. Another approach is to frame feedback as an opportunity for growth—highlighting how improving certain areas can contribute to their success and the team’s overall goals. Pairing this with actionable suggestions helps make the feedback more empowering and less critical.

To ensure your message is received positively, focus on being constructive, specific, and empathetic. Start by highlighting the colleague’s strengths and contributions before addressing the area of improvement. Frame feedback as an opportunity for growth rather than criticism. Use “I” statements to avoid sounding accusatory, such as, "I’ve noticed that…” rather than “You always…” Keep the tone calm and supportive, and offer concrete suggestions for improvement. Encourage an open dialogue by inviting questions or feedback from them. Lastly, express confidence in their ability to grow and improve, reinforcing that your intent is to help them succeed.

That is a natural response, especially if feedback is perceived as criticism and many factors can play a role: past experiences, communication style, delivery of feedback. You can't control many of these aspects, but you can master your feedback delivery: 1. Provide feedback in a private setting and emotions are not heightened 2. Factually and objectively state the specific behavior that needs adjustment 3. Ask open questions and listen actively to understand what caused that behavior in the first place 4. Use “I” statements when interpreting why this behavior is problematic 5. Describe the negative impact of the behavior and what the opportunity is with working on it 6. Give actionable ideas on how to improve and offer your assistance