Your peer is sensitive to criticism. How can you offer feedback that fosters growth and understanding?
Navigating feedback with a sensitive peer can be tricky, but with the right approach, you can foster growth and understanding. Here's how to offer supportive and effective feedback:
What strategies have you found effective when offering feedback to sensitive colleagues? Share your thoughts.
Your peer is sensitive to criticism. How can you offer feedback that fosters growth and understanding?
Navigating feedback with a sensitive peer can be tricky, but with the right approach, you can foster growth and understanding. Here's how to offer supportive and effective feedback:
What strategies have you found effective when offering feedback to sensitive colleagues? Share your thoughts.
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I had a colleague who was leading a team of engineers without being one herself. This bothered her. She was smart and hard working, but very sensitive to criticism and really doubted her worthiness. At first I wanted to tell her right away what did not work, whenever her team messed up. I gave feedback while still upset and - to be honest - a bit condescending. She would always pick this up, no matter how much I used sandwiching, sugarcoating and 5x more praise. Once I learned to wait until I was relaxed myself and felt that I appreciated her as a person and a leader our relationship improved greatly. Lesson? You need to speak from a pure heart and have a positive feeling for the person. Methods only help if you are sincere.
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Offer feedback with empathy by focusing on positives first, then suggesting improvements constructively. Use a supportive tone, framing feedback as an opportunity for growth. Be specific, focusing on actions rather than personal traits. Encourage dialogue, allowing them to share their perspective. Reinforce your confidence in their abilities to foster a growth mindset.
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Foster a blame free culture where individuals aren’t scared of making mistakes. If individuals know they won’t face punishment for shortcomings, then receiving feedback is a gift
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Feedback is essential for growth and reflection. I once received a feedback that was true but was very straightforward. It struck me pretty hard. Feedback helps progress. I would deliver feedback by commenting what has been a good performance and yet there is room for improvements. Making it a learning goal and checking in with them on the progress can make the feedback receiver feel that they’ll be supported in becoming a better worker and growing in their career.
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I would take the approach of asking if they are open to feedback. It allows them to prepare mentally and feel in control of the conversation. To approach this effectively: 1. Check In First – Ask if they’re open to feedback to give them a choice. 2. Respect Their Response – If they decline, honor it and offer to revisit later. 3. Frame It as a Conversation – Make it collaborative rather than critical. 4. Validate Their Perspective – Reassure them that the goal is to help, not criticize. This approach encourages a positive, open dialogue and increases the likelihood of feedback being well received.
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