Let’s be honest—leading a team can be frustrating. You set clear expectations, but results fall short.
But here’s the challenge: your frustration has no place in the conversations meant to drive improvement. When it seeps into feedback, it clouds objectivity
Team members may become defensive, disengaged, or unsure about what they actually need to improve
Effective leadership requires emotional discipline. Process your frustration separately. Ask yourself: How can I guide this person toward performance improvements ? Shift frustration into coaching moments that drive growth.
Have you ever noticed frustration affecting the feedback you give ?
How do you ensure your feedback remains constructive ?
Influence without Answers
Too many leaders rely on a single influencing strategy: telling people what to
