Here's how you can deliver effective feedback to your colleagues in a professional setting.

Lack of preparation would lead to improvision, therefore longer session and high risk of not reaching the goals. During the preparation phase is it recommended to list all the facts and to draft options to propose to colleague during the discussion phase, in frame of constructive feedback.

In my experience delivering effective feedback is essential for fostering growth and maintaining a positive work environment. Here are some key tips: 1) Focus on specific behaviors, not personality traits 2) Balance positive reinforcement with constructive criticism 3) Use "I" statements to express your perspective 4) Offer concrete examples and actionable suggestions 5) Choose an appropriate time and place for the conversation 6) Listen actively and encourage open dialogue Remember, the goal of feedback is to help your colleagues improve and succeed. By approaching these conversations with empathy, respect, and a growth mindset, you can build stronger relationships and contribute to a culture of continuous improvement.

When providing feedback preparation is key... Show that the delivery has meaning to yourself. And that you are keen to support your colleague in developing within their role and career.

One thing that's important along with being constructive and specific in your feedback clarifying intent. The perceived context of your feedback will likely have the largest impact on whether it is taken positively or not. Starting with setting the context of your intent (which is usually to help the other person improve and grow) and establishing that the feedback is to help the person and not to malign them is a powerful way to ensure it is actually actioned. I have found that clarifying intent has allowed me to be extremely blunt in my feedback without hampering or harming my relationships at all. In fact I believe every feedback given from the right (and clarified) intent had improved my relationships.

Of course the sandwich is the most popular way and it's easier to implement. That said, the most effective change comes within. The way to change would be to use powerful questions to try to get the person to give themselves feedback. A lot of times people already know what they are doing wrong and don't need to be reminded, but the right questions might help them along the path of improvement. "Have you considered X", "Do you think this is better than that?". This can be in combination of feedback sandwich especially depending on how severe is the need for change.

It is very important to choose the right moment to give your opinion/feedback. In this way, the message will have the greatest possible impact on our colleagues' behavior.