this is work 808 how to lead hard conversations, support your team and go from doer to leader
11 snips
Mar 1, 2026 Tactics for giving feedback to people who take criticism personally. How and when to schedule difficult conversations so they land better. Ways to support team members with chaotic personal lives without becoming their therapist. The mindset shift from doing work to developing others and a clear delegation framework. Making time for learning and practical steps to build growth into your calendar.
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Disarm With Permission To Be Clumsy
- Try the one-liner “Is it OK if I give you this feedback in a clumsy way?” to lower stakes and show vulnerability.
- This upfront admission gives you permission to be imperfect and often reduces the other person's defensive reaction.
Focus Feedback On Behaviour Not Identity
- Make feedback about observable behaviour, not the person, and avoid “you always/never” language.
- Use I-observations like “I noticed in the meeting you seemed low energy” to separate behaviour from identity.
Schedule Tricky Conversations By Asking When
- When scheduling a difficult talk, give the person agency: say “I want to talk about X, when works for you to chat?”
- Letting them pick timing lowers defensiveness and avoids surprise feedback bombs.
