Another element that is very similar to holding and delivering a crucial conversation is providing feedback to someone positive and also less positive feedback. You want to make sure that you feel comfortable in delivering the right messages in a constructive manner, in a safe way so that the person can take this feedback and work on it, and consider it as a gift you're giving to the person rather than as a critic or an offense, which will turn them into a negative type of behavior. So how do you deliver feedback in a way that it can be received and accepted without turning into defensive mode? Well, I believe that everything you've learned in this course applies to delivering feedback. And let me just remind you of a few very simple tips. I use for delivering feedback.

Number one, start with some positives. Yeah, it will install this healthy and friendly environment that will open up the mind of people and make them receptive or whatever message you're going to deliver next. So always start with some genuine comments about some great pieces of work they've delivered. And some remarkable behaviors that you've noticed. Reinforce the behavior is the second point. When you deliver feedback, focus on the fact obviously, and also on what was writing the behavior that brought them the results that they got.

So rather than just saying, yes, you know, you've got a great grades and well done, you finished. First in this competition. I would rather give a feedback on You worked so hard and you prepared so well for this competition, you finished first because you put in the right amount of effort upfront. You, you follow through your training consistently, you were very serious on every aspect of your training, whether it's mental, physical, nutritional, and look at what result you got, thanks to this powerful, isn't it? So focus on the behavior, not just on the result. So you bring the facts you bring, bring the behavior, you start with some positives, and then find a way to turn the negatives into something that is encouraging.

So if someone is consistently arriving late in your meetings, turn this into an opportunity as to, you know, think about the impact that it has of you waiting for someone who is late for a meeting, you have a busy day, and you have a series of meetings to go through during the day. You have lots of emails to do. You probably didn't have lunch. Today and someone is now taking five minutes of your precious time and making you wait. How would you feel about that? Well, this is how you've, at times made us feel in our team meetings when you were arriving late.

So just as you would appreciate that someone pays attention, to protect your time and come on the time agreed for your meetings, and would appreciate the same Is that something you could do would really tremendously impact positively the rest of the team and their appreciation for your contribution? Does that make sense? I'm just giving it as a way that is encouraging and friendly manner that just positively Rhian courageous the right behavior that I'm asking the person to change make sense