---
name: give-hard-feedback-kindly
description: "Give someone difficult feedback — a report, a peer, a friend — so it actually lands and helps, without crushing them or dodging the point. Use when asked how do I give hard feedback, tell someone something difficult, address a problem with someone, or have a tough conversation about their [work/behavior]. Produces a read on what you actually need to say (the specific behavior and its impact, not a vague vibe), a structure that's direct and kind at once, the exact opening and words, how to invite their side and land on a path forward, and the traps (sandwiching it away, going vague, making it about character)."
---

# Give Hard Feedback Kindly

Most people botch hard feedback two ways: they soften it until the point disappears (kind but useless), or they deliver it bluntly and defensively (clear but wounding). The skill is doing both at once — direct *and* caring. This helps you pin down the specific thing to say, structure it so it lands and helps, and handle their reaction — so the person leaves clear on what to change and still intact.

## What This Skill Produces

- **The actual message** — the specific behavior and its concrete impact (not a vague "you need to improve" or a mood)
- **A direct-and-kind structure** — care for the person + clarity on the problem, without the compliment-sandwich that buries it
- **The opening and words** — how to start (signal it's constructive, get to the point) and the specific phrasing
- **Space for their side** — how to invite their perspective genuinely, not as a formality
- **A path forward** — what good looks like and the concrete next step, so it's help, not just criticism
- **The traps** — sandwiching the point into oblivion, going vague to avoid discomfort, and attacking character instead of behavior

## Required Inputs

Ask for these if not provided:
- **The issue** — the specific behavior/problem (push for specifics if it's vague)
- **The impact** — what it's actually affecting (why it matters)
- **The relationship** — report, peer, boss, friend, family (changes tone and standing)
- **History** — first time raising it, or a pattern
- **Your goal** — change the behavior while keeping the relationship

## Framework: Direct And Kind, About Behavior

1. **Get specific.** Vague feedback ("be more professional") can't be acted on and feels like an attack — pin the exact behavior and its concrete impact.
2. **Care and be clear at once.** Genuine care for the person *and* directness about the problem — not one softened by the other. Skip the compliment sandwich that hides the message.
3. **Open honestly, get to the point.** Signal it's meant constructively, then say the thing — burying the lede prolongs the discomfort and confuses them.
4. **Attack the behavior, not the character.** "When X happened, the impact was Y" lands; "you're careless/lazy" wounds and triggers defense.
5. **Invite their side.** Ask genuinely for their perspective — you may be missing context, and it makes it a conversation, not a verdict.
6. **Land on a path forward.** End with what good looks like and a concrete next step — feedback without a path is just criticism.

## Output Format

### Hard feedback: [the issue] · to [person] · [relationship]

**What to actually say:** [the specific behavior + its concrete impact].
**Open with:** [signal constructive intent + get to the point].
**The message (direct + kind):**
> [Behavior + impact, plainly and caringly — no sandwich, no character attack].
**Invite their side:** "[genuine ask for their perspective]".
**Path forward:** [what good looks like + the concrete next step].
**Avoid:** compliment-sandwiching it away · vagueness · making it about who they are.

## Quality Checks
- [ ] The feedback is specific (behavior + impact), not vague
- [ ] It's direct and kind at once, without a burying sandwich
- [ ] Opens honestly and gets to the point
- [ ] Targets behavior, not character
- [ ] Genuinely invites the person's perspective
- [ ] Ends with a concrete path forward

## Anti-Patterns
- **The compliment sandwich** that hides the message.
- **Vagueness** to avoid discomfort ("just do better").
- **Character attacks** ("you're lazy") instead of behavior.
- **No path forward** — criticism with no next step.
- **Not inviting their side** — a verdict, not a conversation.

## Example Trigger Phrases
- "I need to give a team member hard feedback about missed deadlines."
- "How do I tell a friend something difficult without hurting them?"
- "Help me address a problem with a coworker's behavior."
- "I have to have a tough conversation about someone's work. What do I say?"
- "How do I give critical feedback that actually lands?"