Provide feedback in a private setting, avoiding any public criticism. Start by building rapport and creating a comfortable, open atmosphere. Begin the conversation by highlighting the aspects of their work that you genuinely appreciate—there is always something to recognize and commend. Next, transition to discussing areas for improvement. Focus on future actions rather than dwelling on past mistakes. Remember, feedback should be "feed-forward," aiming to guide and inspire changes in future behavior rather than revisiting what cannot be changed.

One thing I’ve found helpful is having radical candor. Be transparent with what you want to say but have the best intentions while saying it. Having the right tonality and integrity matters. People will appreciate you for it in the long run. Try this and let me know how it goes!

When navigating feedback with a colleague, it's important to approach the conversation with empathy and a positive tone. Focus on specific behaviors or actions rather than making it personal. Use "I" statements to express how their actions impact you or the team, instead of placing blame. Actively listen and encourage an open dialogue to ensure both perspectives are heard. Offer solutions or suggestions for improvement rather than just pointing out issues. Acknowledge their strengths and contributions to maintain respect. Keep the conversation focused on growth and improvement, rather than criticism.

The time and the place to give feedback are important. Make sure you choose wisely. Then be specific and to the point, making sure at the same time that you are respectful and talk more about the output / work than the person themselves. For example saying: "you are slow and missed the deadline" is accusatory and even offensive. If you say " your delivery was late and missing the deadline affected the rest of the team. What happened? What can we do together so that it doesn't happen again?" Ask open-ended questions and listen actively. Your colleague may need support but is too worried to ask.

It's all about your intention. For people to "hear" your feedback, then you must have and articulate a positive intention for them, the relationship, the work product, etc. Once you have been clear about your positive intention in raising the issue you can talk about behavior, impact, solutions, etc.

Start by highlighting strengths to build rapport, then address areas for improvement with specific, actionable suggestions. Use "I" statements to share observations without blaming, and focus on behaviors, not personality. Encourage dialogue by inviting their perspective, ensuring the feedback feels collaborative and supportive, fostering growth and mutual respect.

I think there is a preventive care (for lack of better term) that I would first apply here. Build a relationship with your colleagues and exchange feedback on regular basis. This allows for any future feedback - even the hard ones - much easier. If they know this is coming from a good place and vice versa, difficult conversations are easier to have.