Feedback is incredibly important as it is the only way we learn and grow. In a recent post I discussed receiving feedback, how you can learn from it and what you can do with it – but feedback is a loop, and now that we have discussed receiving it, we need to discuss giving it.

Returning to the case study from the previous article; Tom, Jean’s manager, had identified that Jean was repeatedly making the same mistake in her interactions with her team and had chosen to give her that feedback.

While many people might enjoy the concept of receiving feedback, this is usually on the proviso that the feedback is given in a way the receiver is comfortable with – the form, formatting, and context of the feedback itself are just as important as the receiver’s relationship to the person giving them the feedback.