Here's how you can navigate providing honest feedback while maintaining positive team relationships.

Building trust with a team requires balancing transparency with discretion. While openness is critical, oversharing can lead to information being misconstrued or used out of context. When and how much to share is a part of executive development. Creating a “circle of trust” means accepting its natural permeability. Recognizing that team members bring diverse ethics, ambitions, and perspectives reminds us to balance openness with awareness of human complexities. Ultimately, trust is disciplined work: sharing enough to empower and align while remembering we serve both our teams and the broader organization.

Building trust is a personal endevour. How I did this was over lunch or coffee, on a regular basis, with each team member or client contact. You have to give something to receive it, so when you're talking, you need to be telling your team member things that you struggle with, find easy (and why), get frustrated about (and why), and enjoy. Doing this opens the door for your team member to do the same back.

La confianza es una base fundamental para la retroalimentación del equipo. Debe construirse con base en acciones que reflejen el interés genuino por el avance personal y profesional de las personas. Una de esas acciones es el identificar objetivos comunes. El hecho de sentirse parte de un equipo que contribuye individualmente al logro de esos objetivos compartidos, es un impulsor de la comunicación y de la colaboración. Facilita la coordinación y el sentir que juntos se pueden lograr mejores resultados.

Honest feedback is more effective when there's a foundation of trust. Prioritize open communication from the start and show your team that you have their best interests at heart. It's important to be consistent in the way you show up. Your reliability and authenticity over time will strengthen that trust. As Kim Scott says in Radical Candor, "When people trust you and believe you care about them, they are much more likely to accept and act on your praise and criticism." When trust is present, feedback is received as guidance rather than criticism.

To give honest feedback while preserving good team relationships, begin by clearly addressing the issue at hand. Use "I" statements to share my viewpoint, which helps prevent blame. Concentrate on the actions rather than the individual to keep the conversation productive. Invite them to share their thoughts and feelings to encourage open communication. Remember to highlight their strengths and what they do well to foster a supportive environment. Finally, check in later to show that l genuinely care about their development and the team's overall success.

Time and place are a million-dollar question. Immediately after a mess-up, my boss used to meet me in hallway cross paths (not his room, or my desk), and would conclude in 15 seconds with an open-ended question: What's moral for us?

Give feedback as soon as possible after the event. Waiting too long, lead to frustration and/or misunderstandings. Timely feedback also enables quicker adjustments.

Providing feedback is like building effective partnerships—clarity and alignment are key. Just as partnerships thrive on specific goals, feedback should pinpoint behaviors with concrete examples, showing both the issue and a path forward. Vague feedback, like unclear objectives, leads to confusion and missed opportunities. It’s essential to connect the feedback to the bigger picture, helping team members see their role and impact. We need to ensure that feedback not only highlights areas for growth but also inspires continuous improvement.

Effective feedback is clear and actionable, which is why I use the “what, what, why” method in coaching. 1. What was observed: Start by identifying specific behavior: “During yesterday’s meeting, I noticed you struggled with addressing client concerns.” 2. What impact it had: Explain the result: “Because concerns weren’t addressed, the client left unsure about next steps.” 3. Why it matters: Highlight the importance: “By addressing concerns, you can build stronger client relationships.” This approach eliminates guesswork and gives a clear roadmap for improvement.

One time at work, I had to give feedback to a teammate whose data visualization just wasn’t hitting the mark. Rather than saying, “This isn’t good,” I pointed out specific elements—like how the color scheme was hard to interpret or how key metrics were buried in the chart. Being specific helps because vague feedback, like “this doesn’t work,” only leaves people confused and defensive. In fact, research from Harvard Business Review shows that 92% of employees want feedback that is clear and actionable. By identifying exactly what needs improvement, you offer a roadmap to success rather than a dead-end. #EffectiveFeedback #DataAnalyticsLeadership #TeamGrowth

Navigating honest feedback while maintaining positive team relationships involves a thoughtful approach. Start by fostering a culture of trust, where team members feel safe to share and receive feedback. Use the "sandwich" method—begin with a positive comment, followed by constructive criticism, and end with encouragement. Be specific and focus on behaviors or outcomes rather than personal attributes, ensuring your feedback is actionable. Actively listen to the recipient's perspective, showing empathy and understanding. Additionally, follow up to discuss progress and offer support, reinforcing your commitment to their growth while strengthening team dynamics.

To navigate providing honest feedback while maintaining positive team relationships, start by creating a supportive environment where feedback is seen as a tool for growth. Use the "sandwich" approach: begin with positive observations, follow with constructive criticism, and conclude with encouragement. Be specific and focus on behaviors or outcomes rather than personal attributes, ensuring the feedback is actionable. Encourage open dialogue by inviting team members to share their perspectives and feelings. Finally, follow up to show that you value their development and are committed to helping them improve, reinforcing trust and collaboration within the team.

In my experience, positive framing goes a long way. Instead of focusing on what’s wrong, I highlight what’s working first. When I addressed that visualization, I led with, “The structure is strong, and I think with a few tweaks, it could really stand out.” People are 30% more likely to accept feedback if it starts on a positive note, according to a study by the Center for Creative Leadership. This shifts the mindset from “I’ve done something wrong” to “I’m capable of doing this better.” The goal isn’t just to critique but to empower your team to see their potential. #PositiveLeadership #DataAnalyticsFeedback #EmpoweringTeams

I have seen inspirational leaders turn every constructive feedback opportunity into you-language - as in how they are helping us achieve better results for us and it's our gain if we listened.

One thing I’ve found helpful is following through after delivering feedback. It’s easy to critique, but how often do we circle back to see the results? I made it a point to check in with my teammate after they revised the visualization. Not only did their work improve, but it also boosted their confidence. Statistics from Gallup show that employees who feel supported by their managers are 67% more engaged in their work. Follow-through ensures that feedback isn’t a one-off conversation but a continuous growth opportunity. #TeamEngagement #LeadershipInDataAnalytics #ContinuousImprovement

Always end your feedback with 'What do you think?' question. Very powerful, and empowering too. This shows that it's not monologue; it's a dialogue.

In my experience, encouraging dialogue is the secret sauce to maintaining strong team relationships. After giving feedback, I always ask, “What do you think about this suggestion?” This opens the floor for their input, transforming feedback into a two-way conversation. Data from Deloitte suggests that teams that foster open dialogue are 21% more likely to report high levels of team performance. By creating a space for discussion, you build trust and encourage collaboration, which are the bedrocks of any high-performing team. #OpenDialogue #Collaboration #TeamPerformance