People have a right to their individuality and integrity. That’s the starting point for effective feedback. It also means: keep feedback private unless you’re in a formal training setting.

✅ 10 Practical Feedback Tips

1. Focus on observed behavior—not guesses about mindset.
   Say: “You gripped your pencil so tightly your knuckles went white.”
   Not: “You were very aggressive.”
2. Describe, don’t judge.
   Try: “When you started to shout, I felt anxious.”
   Avoid: “It was a bad idea to raise your voice.”
3. Stick to behaviors people can actually change.
   Telling someone their nervous twitch is distracting might be true—but it’s not helpful. Focus on habits they can control, like tapping or interrupting.
4. Don’t dump everything at once.
   Pick the top 1–2 areas to discuss. Feedback overload can shut people down.
5. Ask instead of telling.
   Ask: “How do you think it looked when you started shouting?”
   Instead of: “You shouldn’t have done that.” Questions give space and invite reflection.
6. Set expectations early.
   In training sessions, make it clear how people will be observed and judged. Let them know they can take risks and learn without reports going back to the organization.
7. Balance what needs work with what went well.
   Build people up as you help them improve. Be specific: “You opened the meeting by introducing each person. That set a positive tone.”
8. Make praise just as detailed as criticism.
   Vague: “Nice energy today.”
   Better: “I liked that you made eye contact and used names when answering questions.”
9. Know when to stop.
   If the person looks overwhelmed, hit pause. Feedback that’s too much or too fast won’t land.
10. Ask yourself: is this helpful?
    If the feedback won’t benefit the other person, maybe it doesn’t need to be said.

📌 Real example in action: After a team member gave unclear instructions in a meeting, their manager said, “How do you think the team felt when no one knew what to do next?” This helped open a two-way conversation, not a defensive reaction.

⚠️ Yes, Rules Can Be Bent

You can break these tips—if you understand their purpose and have a clear, respectful reason for doing so. Feedback is an art as much as it is a skill.

🔗 Related Resources

Want a complete framework for delivering feedback in coaching sessions and team conversations? Check out our Conflict Resolution Training Material Package.

Or evaluate your own approach with our Coaching Skills Self-Assessment.

📦 Want Ready-to-Deliver Training Material?

Use our editable Coaching People training package—perfect for HR teams, coaches, and managers.

Download Coaching People – Full Course Package

• ✅ Includes trainer guide, participant workbook, and slides
• ✅ Real-life feedback and coaching scenarios
• ✅ Easy to customize and adapt