How to Give Feedback People Can Actually Use

Most of the feedback we receive isn’t actually very useful. It’s often filled with platitudes and vague labels like “inspiring,” “great,” or “lacking executive presence.” To help someone grow, try strategic developmental feedback instead. This kind of feedback includes eight components. It is: 1) Big-picture focused, 2) Organizationally aligned, 3) Behavioral and specific, 4) Factual, not interpretive, 5) Both positive and negative, 6) Focused on patterns, 7) Linked to impact, 8) Prioritized.