Developmental Feedback & the Laws of Constructive Criticism

Effective feedback isn’t about judgment — it’s about growth and clarity.
When done right, it motivates instead of demoralizing.

🌱 Developmental Feedback Algorithm

1. 🗣 Ask about the person’s mood.
   Build rapport first — show empathy and care.
   
2. 🎯 Ask for self-assessment.
   “How do you feel about the result?”
   
3. 🔍 Encourage analysis.
   
   • What went well?
     
   • What could be improved?
     
4. 🌟 Praise specific outcomes.
   “You led that meeting clearly — the flow worked perfectly.”
   
5. 🧭 Suggest improvements.
   “Maybe next time you could add one more example for clarity.”
   
6. 🪞 Summarize and inspire.
   “You’re progressing fast — I’m confident the next iteration will be even better.”
   

⚙️ Rules for Giving Negative Feedback

• 👥 Always one-on-one.
  
• 💬 Use “I”, not “we” or “everyone”.
  
• 🎯 Describe behavior, not personality.
  
• 🧩 Be specific — give facts.
  
• 🔄 Focus on what can be changed.
  
• 👂 Listen actively.
  
• ⏰ Choose the right timing.
  
• ⚖️ Don’t overdo it — balance critique with empathy.
  
• ⌛ Give the person time to reflect.
  

📚 The Laws of Criticism

🥪 The “Sandwich Rule” (+ / – / +)

1. Start with something positive.
   
2. Deliver constructive feedback with actionable advice.
   
3. End with belief in the person’s ability to improve.
   

🪣 The “Bucket and Glass” Rule

People have different capacities for handling feedback.
Some can absorb a glass of critique, others can handle a bucket.
Adjust the amount to their emotional resilience.

⚖️ Criticize — but Justify

• Explain what exactly you’re unhappy with and why.
  
• Criticize the work, not the person.
  
• Never imply incompetence — focus on actions, not identity.
  

Unjustified criticism destroys trust.
Justified, specific feedback builds mastery.