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Your team member is sensitive to criticism. How do you navigate giving feedback that empowers them to grow?

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Navigating feedback with a team member who is sensitive to criticism requires empathy, strategy, and clear communication. It's not just about what you say, but how and when you say it. Your approach can mean the difference between constructive growth and a blow to someone's confidence. The key is to ensure that your feedback is not perceived as a personal attack but as a genuine effort to help them improve and succeed in their role. It's about striking the right balance between honesty and supportiveness, which can be a delicate task. With the right technique, you can empower your team member to embrace feedback positively and use it as a springboard for professional growth.

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Aishwarya M R

Learning & Development Leader | Communication Competency Framework
Brittany Phillips

Business Advisor?? | Brand + Communications Strategist??| Community Builder + Partnerships Connector?? | Board Chair -…

1 Empathy First

When preparing to give feedback to a sensitive team member, start with empathy. Put yourself in their shoes and consider how the feedback might affect them. Acknowledge their efforts and strengths before addressing areas for improvement. This approach, often referred to as the "sandwich" method, cushions the impact of criticism by framing it with positive observations. It's important to be genuine in your praise; don't just offer platitudes. Understanding their perspective can help you tailor your message in a way that's more likely to be received as helpful guidance rather than harsh critique.

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Brittany Phillips

Business Advisor?? | Brand + Communications Strategist??| Community Builder + Partnerships Connector?? | Board Chair - DTBY?? | Human First???
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It is necessary for growth to provide constructive and thoughtful feedback to your team in real-time. I recommend always approaching sensitive team members with grace and empathy in your communication style. Be direct and always deliver feedback with kindness. As an example, if you enjoy working with your team start with sharing the positive, "I really enjoy collaborating with you". Then continue with your coaching and feedback, "I am finding that deliverables aren't being sent by the timeline we agreed to". How can I help you set-yourself up for success?" This question gives your team an opening to share challenges that might be preventing them from completing a task. If you are the leader, your job is to empower your team for success.

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2 Clear Objectives

To effectively communicate with a sensitive team member, establish clear objectives for the feedback session. Explain the desired outcomes and why the feedback is necessary for their development and the team's success. By setting specific goals, you provide a roadmap for improvement that feels less like criticism and more like a collaborative effort towards a common objective. This clarity not only helps in reducing defensiveness but also provides a sense of direction and purpose to the feedback process.

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Aishwarya M R

Learning & Development Leader | Communication Competency Framework
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Immediate feedback is crucial for clarity and effectiveness. Delaying feedback until a performance review or waiting for the perfect moment can diminish its impact. When providing feedback during a performance review, it’s important to reference specific incidents, clearly explain what went wrong, and suggest how it could have been handled differently. This approach helps the individual understand the correct way to approach tasks and improve their performance.

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3 Private Setting

Choosing the right environment is crucial when delivering feedback to someone who may take criticism personally. A private setting ensures confidentiality and shows respect for their feelings, allowing them to process and respond without the pressure of an audience. This one-on-one approach minimizes embarrassment and helps create a safe space where they can be more open to discussing performance issues and personal growth opportunities.

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4 Constructive Language

The language you use when giving feedback can greatly influence how it's received. Use constructive language that focuses on behaviors and outcomes rather than personal traits. Instead of saying, "You're always late," try framing it as, "I've noticed the project timelines are often extended. Can we explore ways to help you manage your time more effectively?" This shifts the focus from what's wrong to how it can be improved, which is more encouraging and less likely to trigger a defensive reaction.

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5 Actionable Steps

After discussing areas for improvement, it's important to provide actionable steps that your team member can take. Outline specific, achievable actions they can implement to address the feedback. This not only helps them understand what is expected but also gives them concrete steps to focus on. By breaking down the feedback into manageable tasks, you help them feel more in control and less overwhelmed, which can be empowering for someone sensitive to criticism.

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6 Follow-Up Support

Finally, offer follow-up support to show your commitment to their growth. Schedule check-ins to discuss progress, provide resources for professional development, or offer coaching if needed. Continuous support reinforces the message that feedback is part of an ongoing process of improvement and that you are invested in their success. It also provides an opportunity to celebrate improvements, which can boost their confidence and reinforce the positive aspects of receiving feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Your team member is sensitive to criticism. How do you navigate giving feedback that empowers them to grow?

1

2

3

4

5

6

7

1 Empathy First

2 Clear Objectives

3 Private Setting

4 Constructive Language

5 Actionable Steps

6 Follow-Up Support

7 Here’s what else to consider

Business Communications

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Your team member is sensitive to criticism. How do you navigate giving feedback that empowers them to grow?

1

2

3

4

5

6

7

1 Empathy First

2 Clear Objectives

3 Private Setting

4 Constructive Language

5 Actionable Steps

6 Follow-Up Support

7 Here’s what else to consider

Business Communications

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