Sometimes it’s not easy for leaders.

Some leaders describe a sinking feeling in their stomach when I ask them about feedback conversations they need to have but have avoided. They worry that they might upset someone, damage a relationship, or worse, have someone resign when their team is already stretched thin.

These are very real fears leaders carry when it comes to offering feedback.
🤔 What if the other person gets angry?
🤔 What if they withdraw?
🤔 What if it backfires and they accuse me of bullying?
🤔 What if they leave—and we can’t replace them quickly enough?

No wonder so many leaders hesitate. This quiet battle plays out daily for leaders who care deeply about their team members, but also fear the fallout of feedback conversations going pear-shaped.

If you can relate, please know these worries are normal, and also costing you. When feedback is avoided, clarity disappears, performance drifts, and relationships become strained—not because of what was said, but because of what was left unsaid.

Avoiding feedback doesn’t reduce risk. It increases it.

The good news? There is a way to shift how feedback feels—for you, and for the other person.

In our upcoming Mini Masterclass, we’ll explore:
1. The five most common fears leaders face—and why they make so much sense.
2. The emotional cost of avoiding feedback (and what it’s doing to you and your team).
3. A practical three-step process to reframe feedback as a tool for growing performance.

Let’s transform feedback conversations from something that feels uncomfortable… into a core leadership strength you’re proud of.

🔹 Ready to feel more confident and less conflicted when offering feedback?

Click the 'register here' button for the Mini Masterclass — it’s complimentary, online and only 30 minutes