Giving hard feedback
We’ve all been there.
You finally carve out time to review a draft and realise it's not quite landing. It's not terrible, but it's not right either.
And now you're weighing up how much to say, how to say it, and whether you'll just end up fixing it yourself.
Here are three ways to stay out of that last trap and keep your team relationship intact.
1. Minimise the need for it. As you know, I’m a big fan of asking for a one-page outline first, not the whole doc. Download my templates here. It's faster to redirect two paragraphs than 30 slides. An outline lets you spot the structural problem before your team member has invested three days in polished prose. You intervene earlier, they learn faster, and nobody's ego is on the line.
2. Agree a framework for evaluating the messaging up front. Vague feedback (“this isn't quite right”) creates friction. A shared framework removes the guesswork. My SCORE framework helps. Ask yourself if the draft …
- Sets the scene quickly by drawing the audience toward one insightful message
- Conveys the right balance of strategic and operational detail
- Organises the ideas in a well-structured hierarchy
- Readies the audience for a productive discussion
- Engages the audience using a medium, style and tone that suits them
3. Bridge with empathy. Before diving straight into the problems or perhaps opening comments or adding stickies, have a brief conversation.
Here are some ideas to open the conversation before delivering some direct comments about the substance of the messaging:
- “I was thinking differently about what we needed to achieve here. I had X in mind.”
- “I see where you're coming from. The missing piece that changes the picture is Y.”
- “I used to frame it that way too. Here's what shifted my thinking.”
The instinct is to mark up the document. The better move is to explain why your changes matter so you build your team’s capability.
More soon,
Davina
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ABOUT AUTHOR: DAVINA STANLEY
Davina helps senior leaders and their teams prepare high-quality papers and presentations in a fraction of the time, nailing the message that engages decision makers fast.
She learned structured thinking at McKinsey in Hong Kong in the 1990s, was approved to teach the Pyramid Principle by Barbara Minto in 2009, and has coached leaders and teams globally for 25+ years. Clients report cutting review cycles by ~30% and prep time by ~20%.*
Recent clients include 7Eleven, KPMG, Mercer, Meta, and Woolworths.
Learn more at www.clarityfirstprogram.com
* Based on 2023 client benchmarking results.




















