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Share with care and concern for the other person

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Share with care and concern for the other person

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Be objective and with empathy (try to understand where the person is coming from)

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Be objective and with empathy (try to understand where the person is coming from)

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Don't cross your arms in front of you.  

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Don't cross your arms in front of you.  

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be specific on outcome of the person's actions and how it makes the receiver feel

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Allow the receiver to also voice his or her views

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Allow the receiver to also voice his or her views

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its the greatest gift anyone can offer you

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It shows that other person is concerned about me

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It shows that other person is concerned about me

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We need always a mirror to correct ourselves and so the feedback

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We need always a mirror to correct ourselves and so the feedback

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manage your emotions first before giving feedback

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manage your emotions first before giving feedback

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Identify the feedback which we can work on and seek help

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Identify the feedback which we can work on and seek help

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listen without emotions

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Asking the question, and motivate thinking

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Asking the question, and motivate thinking

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might be good to write out and prepare the feedback in advance instead of ad hoc conversations

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might be good to write out and prepare the feedback in advance instead of ad hoc conversations

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can start with a question instead of going right into it

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can start with a question instead of going right into it

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inspire the receiver to reflect on the feedback and offer their perspectives

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inspire the receiver to reflect on the feedback and offer their perspectives

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Feedback is on the task on hand and not on me as a person

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Feedback is on the task on hand and not on me as a person

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as team commit to feedback giving/receiving as way of life

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as team commit to feedback giving/receiving as way of life

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theres a good small HBR book on giving constructive feedback - recommend all to read it 

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theres a good small HBR book on giving constructive feedback - recommend all to read it 