Podcasts about give feedback

You know something is wrong with your team. Maybe it's the missed deadlines that have become the norm. The low energy in meetings. The friction nobody's naming. The high performer who's gone quiet. Or just a general flatness — a team that's functional but nowhere near what you know it could be. In this episode of Leading Women in Tech, Toni Collis gives you the honest, practical framework for turning a struggling team around — including the part most leadership advice skips: the leader's own role in the system. What's covered: ➡️The four types of team struggle — and why getting the diagnosis right before you act is the most important thing you can do. The wrong solution applied with confidence makes things worse. ➡️The over-functioning trap — why managing around a problem signals to your whole team that the problem is acceptable, and what it's costing your best people right now ➡️Why your team is not where you are — the emotional and informational gap between you and your team, and why moving at your pace without accounting for theirs leaves people behind ➡️The three conversations you've been avoiding — performance, expectations, and recognition — and why the difference between a team that stays stuck and one that turns around is almost always the conversations the leader wasn't having ➡️How to retain your high performers when the team is struggling — because they're always the first to leave, and they always have options ➡️The honest question about your own leadership — and why understanding your role in the system is what makes the rest of this possible ➡️Where to start this week — three specific actions, not twenty Whether you've inherited a struggling team, watched one develop on your watch, or just know things need to change and aren't sure where to start — this episode gives you the framework. Related episodes:  ⏹  Episode 152 — How to Give Feedback: https://tonicollis.com/leading-women-tech/152-how-to-give-feedback ⏹  Episode 174 — What to Do When You Inherit a Poor Performer: https://tonicollis.com/leading-women-tech/174-what-to-do-when-you-inherit-an-underperformer  ⏹  Episode 172 — When You Need to Let People Go: https://tonicollis.com/leading-women-tech/172-when-you-need-to-let-people-go ⏹  Episode 178 — How to Lead and Retain High Performers: https://tonicollis.com/leading-women-tech/178-how-to-lead-and-retain-high-performers ⏹  Episode 250 — Leading Through Change: https://tonicollis.com/leading-women-tech/250-leading-through-change ⏹  Episode 158 — Unleashing Team Performance: Simple Coaching Approaches: https://tonicollis.com/leading-women-tech/158-unleashing-team-performance-the-power-of-simple-coaching-approaches Book a complimentary strategy call: tonicollis.com/lets-chat/

Doug Lemov is the author of the international bestseller Teach Like a Champion and The Coach's Guide to Teaching. He is a Managing Director at Uncommon Schools, a high-performing nonprofit charter school network, where he trains educators and school leaders. His books have sold more than one million copies worldwide. His work focuses on studying the techniques of the most effective teachers and coaches and translating them into practical, repeatable methods that can be learned and applied at every level.Download my FREE Coaching Beyond the Scoreboard E-book www.djhillier.com/coach Download my FREE 60 minute Mindset Masterclass at www.djhillier.com/masterclassDownload my FREE top 40 book list written by Mindset Advantage guests: www.djhillier.com/40booksSubscribe to our NEW YouTube channel: https://www.youtube.com/@MindsetAdvantagePurchase a copy of my book: https://a.co/d/bGok9UdFollow me on Instagram: @deejayhillierConnect with me on my website: www.djhillier.com

Many leaders care deeply about their teams — which is exactly why giving feedback can feel difficult. You want to be supportive. You want to protect the relationship. You want to handle the conversation well. But when feedback conversations are delayed or softened too much, expectations become unclear and problems often continue longer than they should. Healthy feedback is not about criticism. It is about helping people grow, improve, and succeed. In this episode, we explore how leaders can give feedback with both clarity and compassion, so conversations strengthen trust rather than damage relationships.   In This Episode We discuss: • Why many thoughtful leaders hesitate to give feedback • The hidden cost of delaying difficult conversations • How to focus feedback on behaviour rather than personal criticism • Why clarity is one of the greatest gifts a leader can give • How expressing confidence in someone's growth changes the tone of feedback You'll learn practical ways to approach feedback conversations with wisdom, professionalism, and Christ-centred leadership.   Prepare for the Difficult Conversation You've Been Avoiding If there's a conversation you know you need to have — but you've been unsure how to approach it — the Confident Conversation Sprint will help you prepare for it step by step.

Most managers give feedback. Few give feedback that actually works. Drawing on her background in psychology and executive coaching, Renee St Jacques breaks down what so many well-intentioned leaders get wrong — and introduces a three-part framework to help teams rebuild trust and perform at their best. Hosted on Acast. See acast.com/privacy for more information.

Gallup found managers account for 70% of the variance in employee engagement. Most managers respond to that by deciding they need to give more feedback. That's where they go wrong.Every popular framework — SBI, GROW, the feedback sandwich — tells you how to deliver. None of them ask whether you should be delivering at all.In this episode: BOM's 5R diagnostic. Five questions to run before booking any feedback conversation.1. Reprioritise — Is this person overwhelmed?2. Reset Expectations — Were the standards ever clearly communicated?3. Recognise — Have I only ever given them corrective feedback?4. Resource — Is something blocking them that I haven't addressed?5. Role Model — Am I demonstrating the standard I'm about to ask for?Plus a real story from the shop floor: a busy-looking employee, a low-output shift, and one question that changed everything — for both of us.Try this tomorrow morning before your next feedback talk. About half of you will realise the conversation needs to start somewhere different. The other half will find the real shape of the conversation, and it'll land sharper than the version you were going to give.Discover your leadership style with the free Modern Leadership Style Quiz at bestofmotivation.com/modern-leadership-style-quizClarity over noise.Support the showIf this episode helped you think more clearly, try the free Colour Personality Quiz at bestofmotivation.com/personality-color-quiz — it takes 2 minutes and shows you how you lead, decide, and communicate.Best of Motivation is a quiet, reflective podcast about clarity, decisions, and navigating work and life with intention.Listen in any order. Start with what fits your moment.

Does anyone teach composers how to do the compliment sandwich anymore? Megan walks through a feedback framework that's deceptively simple but transforms rehearsal dynamics: compliment + note + compliment, applied with clarity about your intended sound outcome rather than criticism of what's being done "wrong." This episode lands hardest for composers giving feedback on their own work, but it's a game-changer for anyone collaborating with musicians—teachers, directors, partners. The key: shift from "you're doing this physically wrong" to "here's the sound I want us to achieve together." That one move builds trust, opens dialogue, and gets you workable solutions instead of locked-up performers. Do you like these micro action episodes? You'll probably like the 29 Days to Diva series on The Sybaritic Singer too. Check it out here: https://sybariticsinger.com/category/29-days-to-diva/ My gratitude goes out to [Hannah Boissonneault who edits our Masterclass episodes and to] Juanitos and Scott Holmes for the music featured in this episode. You can help support the creation of these episodes when you join the Sybaritic Camerata on Patreon. Get started at patreon.com/mezzoihnen. Be on the Studio Class Podcast Megan Ihnen is a professional mezzo-soprano, teacher, writer, and arts entrepreneur who is passionate about helping other musicians and creative professionals live their best lives. Studio Class is an outgrowth of her popular #29DaystoDiva series from The Sybaritic Singer. Let your emerging professionals be part of the podcast! Invite Megan to your studio class for a taping of an episode. Your students ask questions and informative, fun conversation ensues.

 Let's talk about one of the fastest ways to lose money, lose momentum, and slowly start resenting your business.   It's not ads. It's not the algorithm. It's not even your offer.   It's a setter who is underperforming and you keep trying to "coach it out of them" while your calendar stays empty.   And here's what makes this tricky.   When a setter is underperforming, most business owners do one of two things.   They either micromanage every conversation like an FBI agent. Or they bury their head in the sand and hope next week magically improves.   Neither one works.   So today I'm going to show you exactly how to diagnose the true constraint when a setter isn't performing, and then how to lead the situation with a feedback rule that keeps your culture clean and your standards crystal clear.   Time Stamps:   (0:42) Underperforming Team Members (3:34) IFCA Client Karrisa Example (5:58) Start At The Result (13:20) Don't Give Feedback 3 Times ----------

Give feedback today!: Thursday, January 29, 2026Do you want to go deeper with me? Book me for a keynote, workshop, or coaching.Subscribe to get my message delivered daily: https://www.michaelallosso.com/goodmorning.html——————May your morning begin shattering expectations right out of the gate. I hope my message brings a smile to your face. May you gain knowledge, become inspired, or collect a trivial fact that you might use in a contest someday.-------For the past 30 years, I've changed my phone message EVERY SINGLE DAY! It's a daily activity, as automatic as brushing my teeth.​ I actually do 2 unique messages daily: one on my cell phone and one on my landline. The time has come to share them. (Perhaps the time has come to get rid of my landline?

Graham Allcott: KIND Graham Allcott is an author, speaker, entrepreneur, and the founder of Think Productive, a leading provider of training and consultancy. He is the author of multiple books, including the bestseller How to Be a Productivity Ninja and his latest book, KIND: The Quiet Power of Kindness at Work (Amazon, Bookshop)*. “Nice” means telling people what they want to hear. “Kind” means telling them what they need to hear. The best leaders are kind. In this conversation, Graham and I explore how we can do a better job of following through. Key Points “Nice” means telling people what they want to hear, whereas “kind” means telling them what they need to hear. Kindness is both concern for others and concern for self. Just like with salted caramel, it's best with the right balance. Leaders often do better articulating vision and values than they do with getting clear on expectations of value each person should provide. Being clear is an act of kindness in itself because it drives psychological safety. Use a personal mantra as a concise and powerful way to consistently remind people about what's most important. Invite others to “give the last 20%” in feedback to uncover areas where clarity would help. Resources Mentioned KIND: The Quiet Power of Kindness at Work by Graham Allcott (Amazon, Bookshop)* Rev Up for the Week (Graham's newsletter) Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) How to Build Psychological Safety, with Amy Edmondson (episode 404) How to Give Feedback, with Russ Laraway (episode 583) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Sometimes we need to deliver challenging information to our bosses and senior leadership, and this can be daunting. How can you make sure to show up in the right way, so that you're seen as thoughtful, objective, and confident? Having a structured way to plan can help. Coaching yourself ahead of the conversation to think through what's in your control before, during, and after the meeting can help you communicate more clearly and bring more executive presence. In this episode, Leadership Coach Deb Elbaum shares a framework and coaching questions to help you prepare for meetings that you're worried about – including sharing difficult news with senior leadership. If you're ready to for a framework to help you feel more prepared, press the play button now. Full transcript at https://debelbaum.com/podcast/

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1915: Seth Godin breaks down the art of giving feedback into clear, actionable principles that can elevate your influence at work and build stronger collaborations. By shifting from opinion to analysis, timing your input well, and adding sincere praise, your feedback becomes a powerful tool, not just a reaction. Read along with the original article(s) here: https://seths.blog/2006/07/how_to_give_fee/ Quotes to ponder: "Pointing out the parts you liked best is much more than sugarcoating." "Try to figure out what sort of feedback will have the most positive effect on the final outcome, and contribute it now." "If you have something nice to say, please say it."  

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1915: Seth Godin breaks down the art of giving feedback into clear, actionable principles that can elevate your influence at work and build stronger collaborations. By shifting from opinion to analysis, timing your input well, and adding sincere praise, your feedback becomes a powerful tool, not just a reaction. Read along with the original article(s) here: https://seths.blog/2006/07/how_to_give_fee/ Quotes to ponder: "Pointing out the parts you liked best is much more than sugarcoating." "Try to figure out what sort of feedback will have the most positive effect on the final outcome, and contribute it now." "If you have something nice to say, please say it." Learn more about your ad choices. Visit megaphone.fm/adchoices

Ever wondered what campground owners really think of your camping style? Third-generation owner Galen Bailey reveals what makes an ideal camper—from check-in etiquette and site boundaries to speed limits, lights, noise, and trash. Rose and Glynn talk with Alex and Jackie of “Where Is Ajax?” about financial independence, seasons of travel, and their Oh Hi Cards app. Jim and Rene meet the creators of App My Community, born from one chaotic camping trip. Then John and Bob close with the latest RV industry headlines, dealer trends, and new products, followed by an interview with RV Business publisher Rick Kessler on what's shaping the market for 2025 and the stories the RV world should be watching next.Practical campsite etiquette, smarter travel planning, inspiring RV stories, and the latest industry updates—all packed into this episode.Get Complete Show Notes & Full Transcripthttps://podcast.rvlife.com/rvlife148/Connect & Learn Morehttps://facebook.com/rvlifepodcast/https://instagram.com/rvlifepodcast/https://www.facebook.com/groups/rvlifemovementBe A Guest, Give Feedback, or Share Your Story!https://podcast.rvlife.com/contactSpecial Discount Codes: Click Link & Use Code* RV LIFE Pro 25% off at check out

Feedback shapes performance, trust, and culture, yet many leaders struggle to give it in ways that truly help people grow. In this workshop excerpt, Humanergy Coach Corey Fernandez breaks down what effective feedback looks like, why it matters, and how to make it a regular, low-stress part of your leadership rhythm.You'll learn: • Why feedback often creates surprise or defensiveness • How to shift toward a feedback culture people can depend on • Practical frameworks for strengthening performance and trust • Simple language for giving clear, behavior-based feedback • When to deliver feedback in real time, in writing, or on videoThis session comes from Humanergy's free monthly workshop series. To join an upcoming session, visit humanergy.com.Learn more about Humanergy's work: https://www.humanergy.com Join the Humanergy community on LinkedIn. Sign up for our FREE leadership workshops.

In this episode, I'm flipping the feedback conversation and focusing on the receiver instead of the giver. As leaders, we're constantly told how to deliver clear, meaningful feedback—but we're also on the receiving end from bosses, boards, peers, and our own teams. How we receive feedback is just as critical as how we give it. I'll walk you through: Why feedback really matters for growth, confidence, and performance The five cornerstones of effective feedback (curiosity, mindset, cognitive bias, active listening, and communication preferences) Common barriers that get in the way of receiving feedback well How our emotions and communication styles (including Insights Discovery color energies) influence our reactions A simple mindset shift to move from self-protection to self-expansion using curiosity You'll leave this episode with practical ways to stay grounded, open, and intentional when feedback finds you—whether it's in a formal review, a casual comment, or even an eye roll from your teenager. The magic isn't in getting feedback; it's in what you choose to do with it. Enjoy! Relevant Episodes: Episode 150: The Foundations of Effective Feedback Episode 151: Mastering the Art of Feedback Episode 152: Are You Ready to Give Feedback? The Brene Brown Checklist Angie Robinson Links + Ways to Connect: Show Notes: Episode 204 Show Notes Subscribe to my newsletter! Angie Robinson Coaching Website Schedule a free Discovery Call   Angie Robinson LinkedIn Angie Robinson Coaching Instagram Angie Robinson Coaching Facebook 

In this episode of the Shintaro Higashi Show, Shintaro and David dive into the often-overlooked but crucial relationship between uke and tori in judo and jiu-jitsu training. They explore the dynamics of uke-blaming, communication breakdowns, trust on the mats, and how to be a good training partner. From dojo etiquette to grappling psychology, this conversation covers it all with humor and insight.00:00 Welcome Back & Episode Intro00:38 What Is Uke and Tori?01:30 The Problem of Uke Blaming02:15 Miscommunication and Unrealistic Expectations03:00 Is It the Uke's Fault or the Tori's?04:00 Trust as the Foundation of Good Drilling04:45 Marriage Analogies and Nonverbal Communication05:40 The Diplomat and the Uke-Tori Dynamic06:30 Higashi Brand Hoodie Plug06:55 Being Introspective as a Tori07:30 Drilling Tips: Slowing Down, Communicating Reactions08:30 How to Give Feedback to a Higher Belt09:00 Humor and Tact in Giving Constructive Criticism09:45 Ego, Hierarchy, and Navigating the Dojo10:20 New Techniques and Equal Confusion10:50 Black Belts Look Like Beginners Too11:15 Being Humble & Avoiding the Blame Game11:35 Outro: Be a Good Uke and Check Out the Merch

We trade Halloween jokes for hard truths about performance reviews: how to log wins, avoid surprise ratings, and argue your case without burning bridges. We compare startup urgency with big-corp safety nets and offer scripts for giving and receiving feedback that actually helps.• logging accomplishments at release and milestone moments• mapping outcomes to goals and competencies• building role-specific ladders for clear growth paths• aligning marketing and product impact to revenue metrics• avoiding surprise reviews with timely, specific feedback• turning reviews into two-way conversations• using scripts to challenge or clarify feedback• managing up and protecting team perception• cautionary tale: bizarre corporate AI training and real AI limitsJoin the Discord via our Linktree, play What Do You Meme, and buy us a coffee to support the showClick/Tap HERE for everything Corporate StrategyElevator Music by Julian Avila Promoted by MrSnoozeDon't forget ⭐⭐⭐⭐⭐ it helps!

Giving feedback isn't the hard part. Making sure it actually lands is where most leaders fall short. If you're not checking how your message is received or if you're only speaking up when something goes wrong, your feedback might be doing more harm than good.In this episode, I'm walking you through what it really means to deliver feedback that builds trust, clarity, and growth. Whether you're managing a team or mentoring a peer, how you approach these conversations can be the difference between disconnect and development.By the end, you'll know how to make feedback part of your leadership rhythm, not just a one-off event.In this episode, I'll cover:How to create a personal feedback agreement with every person on your teamThe three-part structure for delivering feedback that sticksWhy timing, framing, and follow-up matter more than you think_____________________

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October 1st, 2025

Send us a textWhy does the same feedback spark growth in one teacher but shut down another? In this episode, Becca Silver unpacks the research on the “four ways of knowing” and how it shapes the way educators receive feedback. You'll learn how to recognize these differences, adjust your coaching approach, and move past resistance with compassion and clarity. This conversation will help you shift feedback from frustration to connection, so real growth can take root.

In this episode of the Managing Partners Podcast, Kevin Daisey welcomes John S. Berry, CEO of Berry Law, to discuss how law firm leaders can harness AI, accountability, and strong core values to build a thriving practice. John shares how Berry Law uses automated task management to streamline workflows, avoid malpractice risks, and keep lawyers focused on high-value legal work. They explore the role of AI in client intake, delegation, and even SEO strategy, while stressing the importance of keeping a human in the loop. This candid conversation covers culture, leadership, branding, and the future of AI in law firms.   Today's episode is sponsored by The Managing Partners Mastermind. Click here to schedule an interview to see if we're a fit. Chapters (00:00:00) - The Best Lawyers: Managing Partners Podcast(00:00:32) - John Barry on His Firm's Core Values(00:05:28) - The Core Values(00:06:00) - A New Way to Grow Your Law Firm With AI(00:07:14) - How to Use AI to Make a Better Practice(00:13:34) - Accountability at Barry Law(00:17:43) - How to Give Feedback to the Team(00:20:57) - Are You More Offended By Feedback From Your Mentors?(00:21:39) - ChatGPT: The Problem with Delegation(00:26:34) - Delegation Skills(00:31:13) - Are You Ready for AI-based Recruiters?(00:35:00) - Barry Law: Is AI In the Future of Appointment?(00:40:54) - Is a Bot the Future of Divorce?(00:46:25) - AI and the Business Decisions(00:51:08) - How to Optimize for AI Search?

In this episode of the How to Lead – 2025 Edition series, Julia reconnects with Monica Medina after her earlier episode on performance reviews sparked a flood of listener questions. This time, they take on one of the trickiest parts of leading: how to give feedback. Monica explains why feedback is so hard both for the giver and the receiver and why avoiding it usually makes things worse, not better. She shares practical tools for leaders who want to give feedback that is fair, constructive, and effective, without damaging trust or relationships. From using phrases like “I'm wondering…” and “Help me understand…” to balancing compliments with areas for growth, Monica offers approaches that keep conversations honest, humane, and actionable. They also explore how to avoid the common traps: waiting too long, overloading with criticism, making it about yourself, or panicking in silence. Instead, Monica lays out how to structure feedback meetings, how often to hold them, and how to give people a genuine voice in the process. Listen to this episode to learn how feedback, done thoughtfully, can build trust, spark growth, and strengthen relationships, and in the process strengthen entire organisations.

In this episode, learn the way to NOT give feedback. This is a common approach, but likely the worst way to give feedback if you want to get the outcome you desire from giving feedback.

Most managers think they're giving feedback constantly, while employees say they don't get enough – if any. In this episode, researcher and positive interventionist Lisa Sansom reveals why most feedback fails and shares practical strategies for making it effective. You'll discover why trust matters more than technique, how to avoid the biggest feedback mistakes (like addressing individual issues in team meetings), and why "good job" isn't enough for high performers. Lisa also explains when to give positive versus constructive feedback and how new leaders can start building a feedback culture. Whether you're avoiding these conversations or wondering why your team doesn't seem to hear you, this episode transforms feedback from a dreaded task into a powerful growth tool. Follow The Made Leader for more leadership insights and strategies. Connect with Lisa: LinkedIn: https://www.linkedin.com/in/lisasansom/ Website: https://www.lvsconsulting.com/ Connect with Jen: LinkedIn: https://www.linkedin.com/in/jenparnold/ Website: https://growthsignals.co/ For links mentioned, visit https://growthsignals.co/  

The Office of Public Health and Safety appears to be reversing course on fully closing down a camp for unhoused people in Fountain Square. Long lost music from the Indianapolis group Rapture, which thrived in the local 1970's funk scene, is available for the first as a limited edition vinyl LP. AES Indiana customers will soon be able to give feedback on a proposed rate hike that would raise electricity prices. Indiana policymakers have made elementary literacy a top priority, investing in educator training and evidence-based teaching. Want to go deeper on the stories you hear on WFYI News Now? Visit wfyi.org/news and follow us on social media to get comprehensive analysis and local news daily. Subscribe to WFYI News Now wherever you get your podcasts. WFYI News Now is produced by Drew Daudelin, Zach Bundy and Abriana Herron, with support from News Director Sarah Neal-Estes.

The Office of Public Health and Safety appears to be reversing course on fully closing down a camp for unhoused people in Fountain Square. Long lost music from the Indianapolis group Rapture, which thrived in the local 1970's funk scene, is available for the first as a limited edition vinyl LP. AES Indiana customers will soon be able to give feedback on a proposed rate hike that would raise electricity prices. Indiana policymakers have made elementary literacy a top priority, investing in educator training and evidence-based teaching.

The Right Way to Give Feedback: Balancing Empathy and ImpactIn this episode of the Leadership Launchpad Project podcast, co-hosts Susan Hobson and Tracey Allen dive deep into one of the toughest challenges leaders face: giving feedback that drives growth without damaging trust.If you've ever struggled to deliver constructive criticism without feeling “too tough” — or worried about how your team will react — this conversation is for you.Susan coaches Tracy live on-air through the real-life tension between empathy and impact. Together, they explore: ✅ Why grounded empathy is the key to effective leadership feedback✅ How to hold your team accountable without losing connection ✅ The mindset shifts that turn difficult conversations into growth opportunities ✅ Why feedback is an ultimate act of care in conscious leadershipWhether you lead a team of two or a company of thousands, you'll learn how to give feedback that inspires performance, builds trust, and stays true to your values.

Episode 204: Hosts Richard Kyte and Scott Rada explore why so much of what we call “constructive criticism” fails — and what it takes to make it truly effective. Many of us dread the annual performance review, and with good reason. As Kyte points out, a well-run workplace shouldn’t save observations and advice for one stressful meeting a year. “Good coaching is constant,” he says. “If you have a good manager, you already know what’s working and what needs improvement, because it’s an ongoing conversation.” Feedback, he explains, should be specific, timely and delivered in the spirit of helping someone grow — not just checking a box. The hosts also draw lessons from outside the office. Rada shares a story of baseball great Chipper Jones, who was challenged early in his career by coach Don Baylor to correct flaws in his swing. Jones said he appreciated the directness because it showed someone cared enough to help him improve. That’s the mark of effective feedback — being clear, constructive and genuinely invested in the other person’s success. Of course, not all feedback lands well. Many people simply seek confirmation rather than honest critique. As journalist Jason Feifer has written, it’s crucial to tailor your approach based on where someone is in their process — whether they need a collaborator, a reactor or a refiner. The episode also tackles some tricky ethical questions: Does feedback always need to be gentle? Should it sometimes hurt? How do you know when to stop offering advice, especially if someone repeatedly ignores it? The hosts provide guidance on how to adjust your approach according to the person, the context and your intended outcome.

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In this episode of Asking For A Friend with TalkDoc, co-hosts Dr. Pamela Kreiser, Meredith Edwards Nagel, and Teighlor Polendo explore the art of giving feedback. Reflecting on the discomfort of receiving harsh feedback, they present two effective strategies for providing constructive criticism without triggering defensive reactions— the Positive Feedback Sandwich and the Situation-Behavior-Impact (SBI) technique. Alongside discussing research insights from Gottman and the Harvard Business Review, the hosts offer practical examples and scenarios to illustrate these strategies in action, aiming to improve communication and relationships.  Music by epidemic sound. SHOW NOTES: Experts :  Dr. John Gottman Resources : Harvard Business Review Tools :  Positive Feedback Sandwich (Mary Kay Ash) 3-part formula: Positive comment Constructive feedback Positive/supportive closing SBI Tool - Situation, Behavior, Impact (Center for Creative Leadership) Situation – When/where the behavior happened. Behavior – What the person did (specific & observable). Impact – How it affected you or others.

Most feedback fails not because it's wrong — but because it triggers defensiveness. ⁠Buy the book Let's Talk: Make Effective Feedback Your Superpower by Therese Huston⁠ In this episode, cognitive scientist and author Therese Huston joins Kwame Christian to reveal the brain science behind effective, non-threatening feedback. You'll learn why even well-meaning feedback can backfire, how to prevent emotional resistance before it starts, and what most managers get completely wrong when delivering hard truths. Whether you're a leader avoiding uncomfortable conversations or someone who wants to build a culture of trust, this episode gives you practical, research-backed tools to speak up without sparking conflict. Discover the subtle shifts — from leading with listening to stating your intentions — that make feedback land with clarity and care.

Most feedback fails not because it's wrong — but because it triggers defensiveness. ⁠Buy the book Let's Talk: Make Effective Feedback Your Superpower by Therese Huston⁠ In this episode, cognitive scientist and author Therese Huston joins Kwame Christian to reveal the brain science behind effective, non-threatening feedback. You'll learn why even well-meaning feedback can backfire, how to prevent emotional resistance before it starts, and what most managers get completely wrong when delivering hard truths. Whether you're a leader avoiding uncomfortable conversations or someone who wants to build a culture of trust, this episode gives you practical, research-backed tools to speak up without sparking conflict. Discover the subtle shifts — from leading with listening to stating your intentions — that make feedback land with clarity and care.

Summary In this episode, Andy welcomes Dr. Margie Warrell, bestselling author and global leadership expert, to talk about her latest book, The Courage Gap: 5 Steps to Braver Action. Drawing from her deeply personal experiences and decades of coaching and research, Margie shares how courage isn't about eliminating fear—it's about regulating it and acting anyway. Margie and Andy explore the hidden ways fear shapes our decisions at work and at home, how overachievers can unknowingly be held back by fear, and why rescripting the stories we tell ourselves is essential to growth. You'll learn about the “courage muscle,” the power of embodiment, and practical steps to face difficult conversations and bold decisions. Whether you're leading a team, managing a project, or navigating life transitions, Margie offers encouragement and tools to help you close your own courage gap. If you're looking for insights on facing fears, speaking up, and leading with greater confidence, this episode is for you! Sound Bites “Courage is not the absence of fear—it's learning how to regulate it and act anyway.” “The smarter we think we are, the more cunningly our fear hides in the background.” “We reject ourselves before anyone else has the chance—because we don't ask.” “What we focus on expands. Fear thrives when we focus on what we don't want.” “Stand guard at the doorway of your language—your stories shape your reality.” “We need to parent—and lead—from purpose, not from fear.” “Every conversation is improv—and that's what makes it feel risky.” Chapters 00:00 Introduction 01:55 Start of Interview 02:06 How Did Your Upbringing Inspire Your Courage Work? 05:12 Did You Write This Book Because It Was Easy for You? 07:24 Should We Try to Get Rid of Fear? 09:15 How Do Smart People Hide Their Fear? 13:13 What Was That Story About the First Lady? 16:00 What Does Courage Look Like in Daily Life? 17:58 How Do You Focus on What You Want Instead of What You Fear? 21:40 How Can a Manager Use This to Give Feedback? 23:50 How Do You Apply These Ideas as a Parent? 25:49 How Do You Stop Fear-Casting and Catastrophizing? 28:20 What's a Personal Story You Had to Rescript? 32:40 What's the Role of Language in Shaping Our Stories? 35:00 How Do You Prepare to Speak with Confidence? 39:16 What Reps Did You Put In to Build Courage? 42:20 What Role Has Failure Played in Building Courage? 44:34 How Do You Help Kids Build Courage? 46:34 End of Interview 47:09 Andy Comments After the Interview 52:53 Outtakes Learn More You can learn more about Margie and her work at MargieWarrell.com. For more learning on this topic, check out: Episode 440 with Kelli Thompson about closing the confidence gap. Episode 173 with Sarah Robb O'Hagan about why playing it safe is holding you back. Episode 142 with Amy Cuddy about her book Presence—confidently rise to your most daunting tasks. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Courage, Fear, Confidence, Difficult Conversations, Leadership, Emotional Intelligence, Communication, Personal Growth, Parenting, Vulnerability, Risk Management, Decision Making, Project Management The following music was used for this episode: Music: Imagefilm 034 by Sascha Ende License (CC BY 4.0): https://filmmusic.io/standard-license Music: Synthiemania by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

Caleb Ralston is a strategist and brand builder for some of the biggest names in business. His breakthrough was back in 2018 when he grew GaryVee's TikTok from 300k to 3.5 million followers in just 3 months. In 2022 he joined Alex and Leila Hormozi's team as content employee #1, where he grew their audience from 1.2 million to 11.5 million. Caleb just doesn't miss – and now that he's out on his own, he's here to help YOU. In this episode, you'll learn the content strategy he used, how to improve your content, and where to start if you're feeling overwhelmed. ⁠⁠Full transcript and show notes⁠⁠ Caleb's ⁠⁠Website⁠ / ⁠Twitter⁠ / ⁠LinkedIn⁠ / ⁠YouTube⁠ / Instagram *** TIMESTAMPS (00:00) The Secret Man Behind GaryVee and the Hormozi's (01:11) How Often Do the Top 1% Post? (03:31) The Brand Journey Framework (05:18) Being Intentional With Your Content (08:51) Is It Possible to NOT Niche Down? (13:55) Say the Same Things in Different Ways (18:07) Tracking and Analyzing Data (22:36) Maintaining Quality While Increasing Quantity (24:27) What it Actually Takes to Perform like the 1% (27:21) Where to Start (30:22) Building a Personalized Team (34:54) Agency vs Full Time vs Contractor (41:58) Developing a Content Strategy (45:15) Width Content vs Depth Content (46:55) Scaling Trust Using Educational Content (50:02) Best Call to Action Strategy (52:10) Email and Web Traffic Strategy (55:27) How Caleb is Going About Hiring His Own Team (58:53) The Correct Way to Give Feedback to Your Team (1:03:17) How to Take Inspiration from Others (1:04:55) Which Platform Has the Biggest Opportunity (1:06:57) Audio Content Strategy (1:08:47) Why You Need to Collaborate with Others *** RECOMMENDED NEXT EPISODE → ⁠⁠⁠⁠#175: Angus Parker – Ali Abdaal's right-hand man shares a YouTuber's guide to hiring. *** ASK CREATOR SCIENCE → ⁠⁠Submit your question here⁠⁠ *** WHEN YOU'RE READY

In this episode of The New Manager Playbook, leadership expert Lia Garvin tackles one of the most misunderstood topics in the workplace: giving feedback that actually helps your team grow—even if it makes them uncomfortable.Many new (and experienced) managers avoid feedback because they fear how it will be received. But here's the truth: growth doesn't happen in the comfort zone. If you're wondering how to help your team develop high standards, accountability, and resilience, this episode is your blueprint.What You'll Learn in This Episode:The right mindset to adopt around feedbackA personal story from her early career that shaped her work ethicWhy psychological safety starts with clear expectationsThe surprising power of discomfort in learningA hilarious but accurate metaphor about "taking off the pull-ups"3 proven ways to create a team culture where feedback leads to growth, not fearWhether you're a new manager, a startup founder, or a team lead trying to build a performance-driven culture, this episode gives you the tools to give feedback that works.

“An insight made by the coach is owned by the coach. An insight made by the client (or the person you're giving feedback to), is owned by the client.” In today's minisode, we continue with our series on How to Give Feedback and we're going to talk about how to deliver like a true chief with some specific feedback methods and scripts that might help you bring this process to life.  Chief, if you haven't listened to Part 1 in the series, please go back and listen to it as it will give you some vital context.

“Feedback is never done in isolation; there's a whole range of things going on around someone in your team, and so it's really helpful to prepare properly before you give feedback.” Chief, today we are kicking off Part 1 of our How to Give Feedback Series. In today's episode, we are diving into the essentials of preparing to give feedback like an elite sporting coach, as well as some core principles of this process. Feedback is the breakfast of champions of high-performance teams and is vital for personal and team growth. And you, as the leader, are your team's coach, helping to guide them to kicking business goals, ultimately which reflects on you, Chief, and your track record.

“Being difficult to give feedback to means people will stop giving it completely and you'll have no idea about your true performance and reputation.” In today's minisode, we finish our series on How to Give Feedback and we're going to bring this home by giving you some strategies to implement a culture of feedback within your department or organisation. Remember, as a leader, their performance is also your performance and you've both got to own it, otherwise you risk negatively affecting your track record. Chief, if you haven't listened to Part 1 (preparing like a coach) or Part 2 (tools and strategies), please go back and listen to them first as it will give you some vital context to the final episode.

Part 2 of Our guidance on what to say when giving presentation feedback.

Our guidance on what to say when giving presentation feedback.

Jennifer Garvey Berger: Changing on the Job Jennifer Garvey Berger is cofounder and CEO of Cultivating Leadership, a consultancy that serves executives and teams in the private, non-profit, and government sectors. Her clients include Google, Microsoft, Novartis, Wikipedia, and Oxfam International. She is the author of four leadership books, including now in it's second edition, Changing on the Job: How Leaders Become Courageous, Wise, and Steady in an Anxious World*. We often think about feedback as something we give to someone else. What if, in addition to that, feedback is an opportunity for both parties to learn and grow. In this conversation, Jennifer and I explore how this can open a door to some of the best leadership work we do. Key Points If we view feedback as only giving our truth to someone else, we've missed a huge opportunity for growth. Start by separating what happened from the interpretation of what happened. Asking Get curious about your own response: what made you react so strongly? Talk it out. You have to welcome someone else into your thinking if you're going to really learn. Invite in how the other person sees the situation. Consider saying, “I'm really interested in what this looked like from your perspective.” The process of unwinding what you hear is the good work of leadership and some the best work you can do. Build a solution together. Resources Mentioned Changing on the Job: How Leaders Become Courageous, Wise, and Steady in an Anxious World* by Jennifer Garvey Berger Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Essentials of Adult Development, with Mindy Danna (episode 273) How to Give Feedback, with Russ Laraway (episode 583) How to Lead Better Through Complexity, with Jennifer Garvey Berger (episode 613) Production Credit Coaching for Leaders is edited by Andrew Kroeger. Production support is provided by Sierra Priest. Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

In this third and final episode on the series of feedback, Angie dives into ensuring you're truly ready to give feedback. Building on episodes 150 and 151, this episode consolidates the five cornerstones of effective feedback: curiosity, mindset, cognitive bias, active listening, and communication preferences. She also discusses the common challenges in giving feedback. In the episode - you will learn about Brené Brown's concept of daring feedback and her engaged feedback checklist, emphasizing vulnerability as a leadership strength. With practical steps to prepare for giving feedback, this episode aims to foster impactful and meaningful communication. Download the checklist (link below) and enjoy the learnings! To subscribe to my weekly Magic Monday messages: https://www.angie-robinson.com/newsletter-subscribe Links + Ways to Connect: Show Notes Episode 152 Brené Brown Feedback Readiness Checklist Angie Robinson Coaching Website Schedule a free Discovery Call   Angie Robinson LinkedIn Angie Robinson Coaching Instagram Angie Robinson Coaching Facebook

How to Give Feedback to High Performers on Your Team No one is perfect and that applies to high performers on your team too. They may be doing excellent work or exceeding your expectations, but that doesn't make them flawless or leave them with no room for improvement or areas of growth. How to connect with AgileDad: - [website] https://www.agiledad.com/ - [instagram] https://www.instagram.com/agile_coach/ - [facebook] https://www.facebook.com/RealAgileDad/ - [Linkedin] https://www.linkedin.com/in/leehenson/

In this episode of The Brainy Business podcast, Melina Palmer revisits a key topic from the foundational series on nudges, emphasizing the importance of feedback in correcting expected errors and guiding decision-making. Melina explores how thoughtful feedback mechanisms can keep individuals on track by providing timely and relevant cues, whether it's in daily life or within business processes. Melina shares practical examples of feedback in action, such as the use of flashing lights on speed limit signs or the innovative pink-to-white ceiling paint by Glidden, highlighting how feedback can be effectively integrated into various contexts to improve outcomes. She also discusses the significance of feedback in sales processes and customer interactions, encouraging businesses to design thoughtful interventions that prevent errors and enhance customer satisfaction. In this episode: Understand the role of feedback in the nudge framework and its impact on decision-making. Explore real-world examples of feedback mechanisms in everyday life and business. Learn how to design effective feedback interventions to prevent errors and enhance customer experience. Discover strategies for incorporating feedback into sales processes and customer interactions. Gain insights into the importance of thoughtful communication and follow-up in maintaining customer relationships. Show Notes: 00:00:00 - Introduction, Melina introduces the 450th episode and its focus on the "Give Feedback" concept in nudges. 00:05:30 - Importance of Feedback Melina discusses the significance of feedback in preventing errors and guiding decision-making. 00:10:45 - Practical Examples Examples of feedback in action, such as speed limit signs and Glidden's ceiling paint, are explored. 00:20:00 - Feedback in Sales Processes Strategies for incorporating feedback into sales processes to enhance customer experience. 00:30:00 - Thoughtful Communication The importance of thoughtful communication and follow-up in maintaining customer relationships. 00:40:00 - Conclusion What stuck with you while listening to the episode? What are you going to try? Come share it with Melina on social media -- you'll find her as @thebrainybiz everywhere and as Melina Palmer on LinkedIn. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: What Your Customer Wants and Can't Tell You, by Melina Palmer Nudge, by Richard Thaler & Cass Sunstein Thinking Fast and Slow, by Daniel Kahneman What Your Employees Need and Can't Tell You, by Melina Palmer Sludge, by Cass Sunstein Top Recommended Next Episode: NUDGES and Choice Architecture: Introduction (ep 35) Already Heard That One? Try These:  Unlocking the Secrets of the Brain (ep 1) Framing (ep 296) Priming (ep 252) Habits (ep 256) Prefactual Thinking: How to Turn “What If” Into “Why Not” (ep 71) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter Glidden® Pink to White Ceiling Paint Nissan ECO-Pedal THE ENERGY ORB: Visualize Electricity Consumption! Domino's Track Your Order stickK

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Our guidance on deciding whether to give presentation feedback.

Our guidance on deciding whether to give presentation feedback.

Jonathan Raymond: Good Authority Jonathan Raymond is the founder of Refound and Ren AI. He helps leaders make work a better place, one conversation at a time. He's the author of the book Good Authority: How to Become the Leader Your Team Is Waiting for and hosts the podcast of the same name. He's also the creator of The Accountability Dial, used by many in our community to support healthy accountability in their organizations. With all the tools and technology we have access to, it's so easy to fall in the trap of mostly being transactional. Yet, leadership is at its best when it elevates above the transaction and builds the broader relationship. In this conversation, Jonathan and I discuss how to make that shift. Key Points While the pandemic helped us shift in some helpful ways, it also created an environment where leaders don't always feel safe with healthy accountability. The most healthy conversations have consequences if change does not happen. The primary obstacle to holding people accountable is fear. Leaders will find times when then not able to defend themselves. Having access to too much detail is a recipe for micromanagement. The best feedback moves away from transitional and towards relational. Find places of retreat to spend unstructured, non-transactional time. Don't let the perfect get in the way of the good. Hold people accountable for the qualities of leadership, not the outcomes. Resources Mentioned Ren AI: a platform of AI-powered tools built on the Good Authority methodology Good Authority: How to Become the Leader Your Team Is Waiting For* by Jonathan Raymond Related Episodes Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) How to Give Feedback, with Russ Laraway (episode 583) How to Connect with People Better, with Charles Duhigg (episode 670) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.