Clarity

Frustration builds when expectations aren’t met, but it’s often not a capability issue - it’s a clarity one.

Speed and seniority don’t make feedback clearer. They usually make it faster and fuzzier..

What helps: Say less, but mean more - focus on outcomes, not just corrections. Create two-way feedback loops. Ask: “What’s your take on what I’ve said?” Leave space for follow-up. Feedback isn’t a drop and run. The goal isn’t just to correct behavious - it’s to build allignment, trust and growth.