How to give feedback when you've waited too long like a leader not a manager 🔥🙌🏻 #leader

How to give feedback when you've waited too long like a leader, not a manager. Well, number one is we have to clear the air before we correct behavior. Pressure builds when things go unspoken, right? Unmet needs or unspoken frustration can just create this pressure and it's going to explode. So, where a manager might say, "This has been bothering me for a while. " just explodes on them. But a leader says, like, "I've been sitting on this longer than I should have and I want to reset the conversation. " And we want to invite them to do the same. Like, before we get into it, "how do you feel things have been going? Is there anything you think that we need to address? " If you don't clear the air right now, then any feedback that you give is absolutely going to miss the mark. So, let's get it all out in the open right here. That leads to number two, we're going to separate frustration from facts. See, when emotion leads, clarity gets lost. Jack Sparrow would say, "The problem is not the problem. The problem is your attitude about the problem. " So, we don't want to throw everything that we're frustrated about here. No, we want to talk about one specific issue. A manager says, "Well, there's a lot of things that we need to talk about. " But a leader is specific. Like, let's focus on one thing that will make the biggest difference right now. What's been getting in the way of this improving? Or where do you see is the biggest gap? Focus creates change where dumping everything just creates defensiveness. So, let's prioritize our feedback. Oh, and real quick, looking for leadership tools, the tips, frameworks, questions, activities, these say this not that cards or the new if this then that cards, you can sign up here, get a discount, or click the link in my profile and start using them today. Oh, and reach out if you need a speaker for your next leadership event, or if I can help customize a half-day or full-day leadership workshop for your team. And then number three is we're going to make that next step simple and visible. If everything needs to change, then nothing's going to change. John Maxwell would say, "Small disciplines, repeated consistently, lead to great achievements. " So, we can ask, like, "What's one shift that would change this immediately? Or what will you do differently this week? " And then, look, I'm here to support you, so what should I look for to know that it's improving? Right? And how can I celebrate your progress? This clarity, it creates momentum. As a manager, I wait and then I unleash. But as a leader, I reset and then refocus to create ownership and commitment. And look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves, but in others. Now, if you like these little tips and framework