By Chief Maker Executive Development Academy

Giving honest feedback is one of the toughest challenges many leaders face. Unfortunately,  the more you avoid it - the harder it becomes for both you and the recipient.  

The good news is, giving feedback gets easier with practice. But there are three common traps which can seriously derail your impact when giving feedback.  

Let’s dive into these and how you can avoid them. 

 

1. Being Too Kind 

Being too kind is the biggest disservice you can do as a leader. When you sugarcoat feedback to avoid a bit of discomfort, you're actually robbing your people of their chance to grow. Your underlying message becomes “I don’t think you can handle this” or “I don’t think you’re capable of improving”.  

High-performing cultures need honest, precise communication. This isn't about being harsh - it's about delivering truth with respect. A hard lesson can be an act of kindness if it helps someone become their best in the long run.  

When you embed feedback in your culture, and deliver it with respect and dignity, your team members can handle the truth. In fact, they want it.  

 

2. Not Building Enough Trust 

Feedback without trust is just noise. When your people don’t trust your intentions, even perfectly crafted feedback won’t land. Think about a time when someone who you didn’t really respect gave you feedback. Did you listen?  

Trust isn't built through big declarations, but through consistently showing you care about someone's growth. Before jumping into feedback, ask yourself: "Have I earned the right to give this feedback?"  

Show continued care over time, establish your credibility and demonstrate that you’re committed to their success. By starting with trust, you’re giving people the space to actually hear your feedback rather than be defensive. 

 

3. Thinking All Feedback Should Be Big 

Chief, too many leaders save feedback for formal reviews or those big moments. This approach misses all those daily opportunities for quick coaching moments that drive real change. 

The best feedback is often immediate, specific, and tied to what's happening right now. Small, regular course corrections create way more impact than those big quarterly sit-downs. These bite-sized moments normalise feedback rather than making it something to stress about. 

When you focus on these small, consistent feedback loops, you’re embedding feedback in your company culture. Your team starts seeking feedback instead of dreading it. 

 

The Way Forward 

Feedback is the most powerful fuel for growth, results and happiness.  

This responsibility sits with leaders, but having the right mindset and framework is critical for making sure it works. If you start with trust and integrity, create regular feedback rhythms and embed feedback in your culture, you’re on the right track for building a high performance team.  

Remember, how you handle feedback directly impacts performance. When you nail it, you’ll unlock the potential of individuals and your entire team.  

For further guidance on different types of feedback, when to apply them and helpful scripts to use - download this leadership guide.