Hey ,

Have you ever tried to give constructive feedback and it didn't go as planned?

Maybe it looked something like this:

>>Sara did something in a way that could have been done differently for a better result

>>You pull Sara aside to give her a nice quick "next time let's do it this way instead" memo. Nothing big, nothing major. Just course correcting as usual.

>>Sara gets defensive (combative or shuts down)

>>You find yourself defending yourself and wondering where it went south. Too many variables at play and too much to try to figure out.

>>Next time you have to bring something to Sara's attention, you prolong it because you don't want to deal with the emotionality of it all.

>>Sara doesn't get the real-time feedback she needs and you get frustrated when it happens again.

Ugh! I know. But don't worry - this is super common. It happens to the best of us. As leaders, our job is to coach and course correct as needed so that we can get closer to the desired result. Shouldn't they know it's not personal?

But with so many different personalities, it's hard to know how to approach each person in a way that works best for them, and for you.

That's why I use the FACTS method when offering feedback. It helps keep the conversation on track and focused on.. the facts. Here's what it looks like.

F.A.C.T.S

F – Focus on Facts: Start by stating specific behaviors or actions.

A – Ask What’s Been Happening: Open up a dialogue by asking for their perspective.

C – Clarify Business Needs/Expectations: Explain what needs to change and why it matters.

T – Thank Them for their efforts: Acknowledge their efforts, even if things didn’t go as planned.

S – Suggest Solutions Together: Collaborate on actionable next steps.

This framework is amazing in that it helps keep conversations productive and focused on outcomes while maintaining positive relationships with your team.

And as always, when you know their Self Expression, you have the key to their operating system. Sprinkle in some of the things you know about their Self Expression and make it a personalized and customized interaction that feels good for both of you.

If you want to see how this looks in an actual conversation, click {HERE} for the full guide: Feedback: Face the F.A.C.T.S

That's all for now, talk soon...

PS - Tried it out? Let me know how it went.

PPS - Let me know what's your biggest Leadership struggle right now. I may have a resource for it and I'd be happy to share it with you.