Want your feedback to actually land?

Hey, there. AmyK here.

It’s that time of year for many of us … annual performance reviews.

So how do you give constructive feedback to those team members who are pretty stellar, yet still need to modify some of their behaviors going forward?

First, it’s important to remember that High-Performers often set the bar high not just for others, but for themselves.

That’s why giving them feedback can feel tricky.

One wrong word, and you risk deflating their drive or sparking defensiveness. Yet, the truth is: even your top talent craves feedback when it’s delivered with care, clarity, and curiosity.

Second, high-performers don’t fear growth, they fear judgment. When you shift from “correcting” to “coaching,” you open the door to transformation, not tension.

Watch this short video to get 3 ways to give feedback that fuels, not flattens.

You’ll learn how to frame feedback as a collaboration, not a critique, and you’ll anchor the conversation in the person’s strengths and potential.

If you’ve ever hesitated before giving feedback to someone brilliant, this one’s for you. Watch the clip and learn how to keep your best people inspired.

To igniting and sustain brilliance [ including yours! ;-) ],

Hugs,

AmyK