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Defensiveness ...or a fear of defensiveness.

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Power dynamics

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I am conflict avoidant so if I think the other person won't like what I have to say or will argue with me, I avoid giving the feedback altogether.

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Worried about hurt feelings

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Self awareness in delivery

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power dynamics increasing the stakes of a conversation

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Peoples perception or reaction to whats being said. Defensive positioning without fully understanding why the feedback is coming.

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Concerns on how I will be perceived if I am too direct

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Concerns on how I will be perceived if I am too direct

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Thinking too much about how the other person might take it. Being too worried to hurt other's feelings.

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taking the time to respond constructively rather than reactive

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taking the time to respond constructively rather than reactive

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Clarity, making sure that my feedback is actually aligned with what I asked of them

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Clarity, making sure that my feedback is actually aligned with what I asked of them

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cultural discomfort w/ directness

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Would it make the person less receptive towards me? Would they take the feedback along with my identity and see it as polarizing?

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She was my supervisor and now I'm hers. The power dynamics feel a bit uncomfortable and it's hard for both of us to be in our roles

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A lack of feedback

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Spending too much time strategizing about the right way to give feedback.

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Imbalance of positives, so the constructive feedback gets lost

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Imbalance of positives, so the constructive feedback gets lost

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Did they hear what I wanted them to hear?

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I constantly providing feedback! I'm always telling you how amazing you are, to not despair, as we are a team!

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Disruption of damaging organizational traditions

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Sometimes I feel super gaslit. They want more support and when I provide additional support, I'm told I'm micromanaging.

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Misogyny from two direct reports is making it hard to give feedback, knowing there will be automatic pushback

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No time to sit back and reflect about what worked well and what did not

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w/ team members who I have some history specially around challenges not wanting to deal with their response (e.g. this is too much)

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w/ team members who I have some history specially around challenges not wanting to deal with their response (e.g. this is too much)

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a supervisor who avoids giving feedback regularly and throws it all into a performance evaluation, as a surprise

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Worried I will unintentionally trigger bad memories from previous managers.

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Worried I will unintentionally trigger bad memories from previous managers.

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Finding escape routes to avoid giving hard feedback.

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Ensuring the recipient of the feedback is in the right mindset to receive feedback - especially constructive feedback

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I'm having a great experience and can't identify areas to improve !!

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I'm having a great experience and can't identify areas to improve !!

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Is it a disservice to my supervisor not giving her areas to work on or improve?

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taking the positives as given and only focusing on the negative

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Unconstructive Criticism masking as Candor

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Unconstructive Criticism masking as Candor

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Power dynamics. Feedback not being taken seriously.

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Power dynamics. Feedback not being taken seriously.

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I worry about retriggering workplace trauma from my direct reports' past bad managers...

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already dealing with minimally motivated staff

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already dealing with minimally motivated staff

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Don't want to repeat the bad experiences I've endured

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Don't want to repeat the bad experiences I've endured

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Trying to find the "right" way to provide the feedback in an objective manner

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feedback triangles -- people don't feel comfortable telling the person themselves, so instead tell their peers or their supervisor

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cultural discomfort. I think I see feed back is lack of. when it really is potential for growth

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Are there existing dynamics that are at play that I'm not aware of?

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Being framed as aggressive

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I always want to give the "carrot" and positive incentives, but I'm most experienced and familiar with enduring the "stick" incentive