What do you do if you need to provide honest and direct feedback without being harsh?

To build trust, a mentor needs to strike a balance between professionalism and vulnerability. One way I achieve this with my mentee is to share my experiences, whether good or bad, in relation to the topic whenever possible. As mentors, it is important not to always act like we've got it all figured out. Revealing some personal stories, successes, or struggles can show the humane side and help your mentees connect with you better. So, when providing direct feedback, even if it's not entirely positive, they believe it comes from someone who understands and wants them to succeed, having experienced similar struggles themselves.

Before offering honest and direct feedback, I prioritize getting to know the individual thoroughly. Understanding that each person reacts uniquely to such feedback, I strive to tailor my approach to suit their comprehension style, ensuring it isn't perceived as harsh. Incorporating emotional intelligence into the conversation, I recognize that my intention is to support their growth rather than criticize. My aim is never to undermine but to uplift through constructive dialogue.

It all begins with the ‘intent’. Before jumping into a feedback process, reflect and identify the intent that you consciously or subconsciously possess. Are you sure that the feedback is about finding solutions rather than finding faults? Reset and realign internally before you begin. - Effective feedback is about the problem and never about the person - Ensure that the timing is right - Do not drag past issues or club other problems with the current feedback topic.

Providing feedback is an art! Making sure it is not harsh is fine-tuning it even more. There are a couple of things that as a leader we should be prepared for: ? Make sure your feedback is private ? It has to be a balance between clarity and empathy ? Go in with a listening mindset and understand if there are problems ? Remain open-minded and suggest solutions if you think they can help, this will build trust Remember the goal is to give s constructive feedback and provide a healthy environment for growth and not demotivate them!

Feedback is a gift. However, many people with tense up at even the mention of the big F-word...aka Feedback. You can build trust with your team by offering consistent feedback, both from a positive perspective and from a growth opportunity. That way when you are at a point where you need to deliver the hard truth, the process of offering feedback is normal for both you and your mentee.

One format to use when offering feedback is the S.B.I. model. Situation - Set the stage without adding opinions or advice. This happened on this day. Behavior - What was your mentee's behavior? What did they say or do (or didn't do)? Be specific here. Impact - How did this ultimately impact the business as a whole? I find this feedback model simple and easy for everyone to understand. It adds clarity for the next step — working on an action plan to resolve the issue.

As the founder of nonprofit working with diverse teammate . When offering a honest and direct feedback. I'd focus on being specific, offering constructive criticism, and highlighting strengths alongside areas for improvement. I'd also choose my words carefully, ensuring they're respectful and encouraging rather than critical or judgmental.

Honest feedback is crucial for growth, but delivery matters. Focus on the behavior, not the person. Phrase it as a suggestion for improvement, not a criticism. Show you care about their success and are there to help them learn. Also make sure to tell them that it is normal to receive negative feedback, we all do! But it is essential for growth and it helps us get clarity on what needs to be improved. It is all about being honest, but very tactful.

One important aspect is to find the right time to provide this feedback. It is important that you prepare it well, but the recipient must also be prepared or the whole preparation might be useless. E.g. it is very difficult to have an effective conversation at the peak of emotion and frustration. In these cases, I prefer to focus on any urgent issue resolution. After some weeks, go for the lessons learned and provide a comprehensive feedback.

Truth doesn’t have to be harsh.

Discuss specific actions or behaviors you observed, rather than making personal judgments and Take a moment to gather your thoughts and find a suitable, private setting to talk.