Want a Stronger Team? Start by Telling the Truth.
Most leaders I know care deeply.
About their work. Their people. And doing right by both.
But sometimes, that care gets tangled up in telling half-truths when it comes to performance feedback:
We sugarcoat.
We delay.
We spin feedback as “suggestions” instead of being clear.
We don’t want to hurt feelings, rock the boat, or seem like the “bad guy.”
But here’s the thing: clarity is kindness.
And vague, diluted feedback?
It’s not just unhelpful — it’s a trust eroder.
The truth is: Your team wants to get better.
But they can’t improve what they don’t know, see or hear.
Honest feedback — direct, specific, and rooted in care — is one of the most powerful ways to build performance and partnership.
It strengthens trust.
It aligns expectations.
It empowers people to take ownership of their growth.
Feedback isn’t a confrontation.
It’s a contribution. And shows you care about your team member’s growth.
Leadership Shift: From Polite to Candid
This month, try this:
Pick one person on your team.
Ask yourself: “What truth — if shared clearly and kindly — would help them grow?”
Then share it. Directly. Specifically. Respectfully. Try: “I want to share an observation with you that I believe can help your performance and growth.”
And listen.
Make it a two-way conversation, not a one-sided critique (and be ready to take the feedback you’ll receive from your teammate with the same openness and introspection you seek from them).
Bottom Line:
Your team doesn’t need more praise or politeness.
They need the truth — delivered clearly, with heart and backbone.
Because feedback isn't just about pointing out gaps.
It’s about helping someone see what’s possible — and equipping them to get there.
To better,
Jess