Feedback, Trust, and Hard Conversations

The feedback loop that works

• Specific , name the behavior, not the person ('the slide deck was unclear,' not 'you're confusing').
• Timely , within 48 hours, not at the next quarterly review.
• Two-way , ask what they need from you in return.
• Documented , repeat themes go into a 1:1 doc both can see.

Trust is built in small, boring moments

• Doing what you said you'd do, on time, every time.
• Telling people bad news yourself, not through a manager.
• Admitting when you were wrong without softening it.
• Defending your team's decisions in public, debating them in private.

If your team is afraid to disagree with you, you don't have a team , you have an audience.