Giving feedback to a senior leader shows maturity. Great leaders will value it, though some may feel threatened. Put feedback on the calendar by asking, “Could we schedule time for feedback after this project is complete?” Regularly scheduling feedback positions you in a supportive role and reduces the awkwardness. Make feedback a dialogue. Start by asking the leader what went well and what they’d change. They may already see the issues you planned to discuss, and this approach makes them more receptive. Invite feedback from the leader. When feedback flows both ways, it becomes a collaborative process.

Giving feedback to a superior leader requires tact and diplomacy. It’s crucial to choose the right time and place for a private conversation. Focus on specific behaviours and their impact, using "I" statements to express feelings and concerns. Offer constructive suggestions for improvement, emphasizing the positive intent behind the feedback. Maintain a respectful and collaborative tone throughout the interaction.

Giving feedback to a superior requires a blend of diplomacy and empathy. Begin by seeking permission to share your perspective, signaling respect for their authority. Approach the conversation as a collaborative discussion rather than corrective feedback, framing it as an opportunity to enhance team effectiveness. Acknowledge their strengths and contributions first, creating a balanced and constructive atmosphere. Timing is also key—choose a moment when they’re likely open to reflection rather than in the midst of high-stress situations. This approach reinforces mutual respect and increases the likelihood of a positive outcome.

Here are some tips on giving feedback to a more senior leader: Prepare - why are you giving the feedback? How will it help them be more effective in their role? Position it in the right way. Depending on the topic you could position it as how you are experiencing them, or how you can be working better as a team or how you can be working better between the two of you Share what you need from them to be able to do your job well and how that will help the overall team’s goals and objectives Come from a place of asking them to help you understand their behaviour better Offer alternative approaches on how you work together and find a way that works for both of you

The goal is to improve the situation and mitigate the potential risks. By approaching the conversation with respect and a solution-oriented mindset, it's possible to foster a positive and productive relationship with your superior leader.