How to Balance Praise and Criticism

I’ve made a lot of leadership mistakes. One of my first? Thinking the best way to improve performance was to hit my team with a giant list of everything they were doing wrong. Fresh out of the Marine Corps and new to corporate leadership, I sat my team down and gave them... a 12-point improvement plan. All at once. Twelve things. Boom. Fix it. My heart was in the right place. I wanted them to succeed. I wanted them to do everything the way I had done it in their role. (You know… flawlessly 🙃) But I completely overdid the "constructive feedback" …and forgot about the power of praise. Here’s what I’ve learned since: Performance doesn’t thrive on correction alone. It thrives on recognition. Research from Barbara L. Fredrickson, author of "Positivity," shows that high-performing teams maintain a ratio of at least 3 positive comments for every 1 piece of criticism. And Gallup’s research found that regular praise leads to higher productivity, stronger engagement, and lower turnover. In other words: Without praise, people don’t grow. They shrink. Too much criticism erodes confidence, and with it, performance. Now, I lead with connection first. I start by noticing what’s working, not just what’s missing. Because how people feel impacts how they perform. 3 tips I wish I had known earlier: 🔹 Notice what they’re doing right. It's there, we just have to look for it. 🔹 Praise early and often. Focus on progress, not perfection. 🔹 Limit constructive feedback to 1–2 things at a time. Twelve is too many. Trust me. 😅 Leadership isn’t about being perfect. It’s about learning, evolving, and growing...together. #Leadership #PositivePsychology #GrowthMindset #EmotionalIntelligence #FeedbackThatWorks #TeamCulture #TheBraveryEffect #LeadershipDevelopment

When I first stepped into a management role, my focus was on maintaining 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗶𝘁𝘆 and 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗶𝗻𝗴 my team’s efforts. I believed that since they were professionals, they must already be aware of their own 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁. I didn’t want to make anyone 𝗳𝗲𝗲𝗹 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 or risk being disliked—I was a people pleaser at heart. However, in my eagerness to stay upbeat and 𝗮𝘃𝗼𝗶𝗱 𝗰𝗼𝗻𝗳𝗿𝗼𝗻𝘁𝗮𝘁𝗶𝗼𝗻, I overlooked crucial opportunities for growth and development. It was a hard lesson to learn, but it taught me that feedback isn’t just about praise—it’s about 𝗴𝘂𝗶𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗼 𝗲𝘅𝗰𝗲𝗹. Research shows that 𝟲𝟱% of employees want more feedback and are eager to learn and grow. Yet, without 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗮𝗻𝗱 𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸, we're missing a key opportunity to develop our teams effectively. It’s not just about being positive; it’s about being 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 and setting boundaries that help our team members 𝘁𝗵𝗿𝗶𝘃𝗲. Here are five steps to give feedback like a pro: 𝗕𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰: Focus on specific behaviors or situations rather than general traits. Clear examples make feedback more actionable. 𝗕𝗲 𝘁𝗶𝗺𝗲𝗹𝘆:  Provide feedback as close to the event as possible to ensure it’s relevant and can be immediately applied. 𝗕𝗲 𝗯𝗮𝗹𝗮𝗻𝗰𝗲𝗱:  Combine positive feedback with constructive criticism to motivate and guide improvement without demoralizing. 𝗕𝗲 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲:  Engage in a two-way conversation where you listen to their perspective and work together on solutions. 𝗕𝗲 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲:  Offer guidance and resources to help them address the feedback and grow from the experience. Setting boundaries and delivering actionable feedback are skills that can be learned and refined. If you’re struggling to provide the kind of feedback that fuels growth and motivates your team, I’m here to help you navigate that journey. 📈 Ready to transform your feedback approach and help your team grow? Let's connect and unlock the potential within your team together. #Leadership #Feedback #TeamGrowth #Management #EmployeeDevelopment #ConstructiveFeedback #ProfessionalGrowth

Having a Heart Means Giving Good, Actionable Feedback February is Heart Health Month, which got me thinking—what do I love most about being a leader and a CHRO? Helping people reach their full potential. I’m not the most emotive person—my leadership style can be analytical and results-driven. But caring about people isn’t about sentimentality; it’s about giving them the feedback they need to grow, celebrating their wins, and helping them improve. People want to know where they stand—what they’re doing well, where they can improve, and whether they’re achieving their goals. Feedback isn’t optional; it’s essential. It’s how leaders help individuals succeed while driving the business forward. I’ve always believed in the power of feedback, and I’ve seen firsthand how it helps people flourish. But feedback only works if it’s clear, direct, and timely. Too often, leaders avoid it because it feels uncomfortable or sugarcoat it so much that it lacks substance. Real feedback—both positive and constructive—should empower people to grow. Here are a few key principles I follow: Recognize Strengths & Good Work – Be specific. Instead of just saying “Good job,” highlight why it was good: “Your ability to simplify a complex issue helped align the team and move the project forward. Keep doing that!” Make It Specific & Actionable – Vague feedback like “Be more strategic” isn’t helpful. Instead, say: “Your presentation was strong—next time, adding a slide on long-term impact could make it even more compelling.”  Give Feedback in Real Time – The best feedback happens in the moment, not months later. Balance Praise with Growth Opportunities – If feedback is always negative, employees feel discouraged. If it’s only positive, they don’t know where to grow. Balance is key. Follow Up & Reinforce Growth – Feedback isn’t one-and-done. Checking in and recognizing progress shows that development matters. Leadership isn’t about making people comfortable—it’s about helping them grow in ways that are meaningful to them.

Are you lifting your team or dimming their light? Great managers get results.  Brilliant leaders amplify people. You've met the energizers.  The ones who feel like vitamin D.  Uplifting. Clarifying. Impossible to forget. They leave you stronger than they found you. The good news? This kind of leadership isn't innate. It's practiced.  After years of coaching teams, I've seen a clear pattern: The most effective leaders build intentional habits that bring out the best in others. Here's how they operate and how you can too: 1. From Control to Trust  Loosen your grip. Brilliance needs space to grow.  ↳ End team check-ins by asking, "What decisions can you own this week?" 2. From Ego to Humility  Listening without defending invites hidden genius.  ↳ Before sharing your solution in meetings, pause and ask, "What are you seeing that I might be missing?" 3. From Scarcity to Abundance  Recognition multiplies when shared.  ↳ Publicly credit a team member's idea in front of senior leadership. Use their name instead of saying "the team" or "we." 4. From Perfection to Progress  Reward bold attempts, not just polished outcomes.  ↳ When someone brings you a failed experiment, start with "What did you learn?" before discussing what went wrong. 5. From Criticism to Compassion  Feedback can wound or elevate. Use it to reveal potential.  ↳ Replace "You should have..." with "Next time, what might you do differently...?" 6. From Comparison to Uniqueness  Difference is your team's edge.  ↳ Intentionally call on different communication styles. Ask your quiet analyst for written input. Invite your verbal processor to think out loud. 7. From Short-term to Long-term  Projects end. People evolve. Lead in ways that grow both.  ↳ During project debriefs, ask: "What skill did you develop during this project that you'd like to continue building?" Which shift will define your leadership this quarter?  Drop it in the comments. I'd love to hear it. 👇🏾 ♻️ Repost to spread brighter leadership. 🔔 Follow Michelle Awuku-Tatum for more human-centered leadership.

A Leader Should be Slow to Punish and Swift to Reward. And here’s why. 👇 Early in my career, I worked under a manager who only showed up when mistakes happened. No praise. No recognition. Just criticism. The result? 🔹 Team morale was low. 🔹 Employees were afraid to take initiative. 🔹 People did just enough to avoid trouble, nothing more. But then, I worked with a leader who did the opposite. He celebrated wins, big or small. He gave feedback with the goal of growth, not punishment. He trusted his team, and in return, they gave their best. Here’s what I learned about leadership: 1. Recognition fuels performance. ↳ People work harder when they feel valued. ↳ A simple “thank you” or “great job” goes further than you think. 2. Fear stifles creativity. ↳ When punishment is the focus, people avoid risks. ↳ Growth happens when people feel safe to innovate. 3. Accountability should build, not break. ↳ Correct mistakes, but use them as learning moments. ↳ A leader’s job is to guide, not just discipline. Because great leaders don’t lead with fear. They inspire with trust, encouragement, and recognition. Have you worked with a leader who understood this? Let’s talk ⬇️ Do you have a related story or something opposite? Let me know, I want to learn from you. Drop your views in the comments! ♻️ Repost to remind someone that leadership is about building, not breaking. ➕ Samson Akinola for more insights on leadership, customer service, and problem-solving.

Effective feedback is a cornerstone of great leadership, but can also be one of the most difficult aspects of managing a team. I’ve struggled to balance goals of kindness and honesty – because let’s face it, striking that perfect balance isn’t easy. I found Kim Scott’s 'Radical Candor' a valuable framework for thinking through feedback. It provides the perfect blend of empathy and directness to lead effectively. It places a strong emphasis on precise, sincere feedback and guidance to foster trusting relationships and encourage a two-way dialogue where both leaders and team members feel comfortable sharing ideas and concerns. Scott’s HIP acronym is a practical tool from Radical Candor that outlines the key principles of effective feedback: Humble – Approach every conversation with an open mind. Feedback should be a dialogue, not a monologue. Helpful – Frame your feedback in a way that is clear and provides actionable insights they can use to improve. Immediate – The sooner feedback is delivered, the easier it is for the person to understand and act on it. In Person – Take advantage of non-verbal communication cues that you would otherwise miss if not face-to-face. They’re a good way to measure if your point is being understood or if you need to adjust your feedback. Public Praise, Private Criticism – Public praise boosts morale for the individual and the rest of the team, and gives an example for others to follow. Private criticism encourages growth in a safe, respectful environment. Does Not Personalize – Give your feedback about the work, not about the person. Feedback, when given with care and intention, has the power to build trust, encourage growth, and strengthen team relationships. What feedback strategies have worked best for you in your leadership journey? #mentorship  #feedback  #radicalcandor #HIP