Teaching Is a Great Teacher
As a certified Franklin Covey 7 Habits for Managers facilitator and a tenured faculty member in Snow College’s Business Department, I frequently speak on diverse business topics beyond my primary focus of strategic growth. Recently, I had the honor of presenting at Utah State University’s Eastern Campus on a universally relevant subject: delivering feedback, even when it feels uncomfortable.
Engaging with insightful participants is always a highlight, as their experiences and perspectives deepen my understanding of the concepts I teach. As any educator will agree, teaching is one of the greatest teachers. Below is a concise overview of that presentation.
Why Feedback Feels Hard
People hesitate to give feedback for several reasons:
- It feels like “not my problem.”
- It takes time and effort.
- Past negative experiences linger (e.g. last time I gave feedback it hurt my career).
- Fear of hurting feelings or damaging relationships. This is the top reason given when I ask an audience.
- Lack of confidence or skill.
My training focuses on building that confidence by breaking feedback into three clear steps: Be Prepared, Be Specific, and Be Supportive. Here's how ten simple feedback tips fit into this simple three-part framework:
Be Prepared
Effective feedback starts with intention:
1. Care: Ensure your feedback comes from a genuine desire to help. This is the very first point of the ten tips for a reason!
2. Plan Ahead: Consider the how, where, and when of the conversation without scripting it.
3. Choose the Right Setting: Opt for a private space for critical feedback.
4. Be Timely: Address issues promptly but choose a moment when both parties are calm and unrushed.
Be Specific
Clarity is key to kind, constructive feedback:
5. Situation: Describe the context of the issue.
6. Behavior: Focus on actions, not personality.
7. Impact: Explain the consequences of the behavior—what resulted from their actions or inactions?
As Brené Brown wisely said, “Clear is kind. Unclear is unkind.”
Be Supportive
Feedback is a partnership, not a confrontation. Instead of you against them, it is you and them together—opposing the undesirable behavior (which is not them):
8. Listen Actively: Understand their perspective.
9. Collaborate on Solutions: Work together to address the behavior, fostering teamwork rather than adversity.
10. Follow Up: Check in later to support their progress and show you care.
It Doesn't Have to Be Uncomfortable
Dr. Stephen R. Covey’s words guide my approach: “Care enough to give feedback.” By preparing thoughtfully, being clear and specific, and offering support, we can turn uncomfortable conversations into opportunities for growth. I’m grateful for every chance to learn from those I teach, and I hope this framework empowers you to give feedback with confidence and care.