Build a Foundation of Trust. Regularly communicate with teammates to create a safe, respectful environment. Foster a team culture where feedback is expected and viewed as a tool for growth, not criticism. Pick the Right Moment. Avoid giving sensitive feedback immediately after a loss or in front of others unless it’s constructive and necessary. Use one-on-one or team review sessions when emotions have cooled down. Follow Up. Reinforce progress and keep the dialogue going. Feedback should be part of a continuous improvement loop, not a one-time conversation.

I’d keep feedback constructive and private, focus on specific actions—not personalities—and encourage open dialogue so everyone feels supported, not attacked.

Feedback is so underrated and misunderstood. Most people are not taught how to take feedback positively and use it in their favor and grow. Organizations also do not stress enough on the importance of how feedback can turn tables if shared and perceived in the right manner. The intent here matters more than anything. Of course, the words play a major role; however, if you try to comprehend the purpose of sharing feedback and take out what's for you in it; everything becomes easy. Most often we are harsh on ourselves and hence perceive that others are too, which most often is not the case. Genuine leaders actually want people around them to grow and hence the sensitive feedback.