Draft a Constructive Feedback Conversation Script

Act as an experienced people manager and executive coach. Draft a constructive feedback conversation script that is clear, respectful, specific, and focused on improving performance without sounding overly harsh or vague.

Context:

• My role: [manager / team lead / peer / founder / etc.]
• Recipient’s role: [role]
• Relationship: [direct report / colleague / senior stakeholder / etc.]
• Issue: [describe the behavior or performance problem]
• Specific examples: [2–3 examples]
• Impact: [effect on team / quality / deadlines / clients / morale / etc.]
• Desired change: [what should improve]
• Previous feedback: [none / informal / formal]
• Recipient’s likely reaction: [defensive / surprised / receptive / emotional / etc.]
• Tone: [supportive / firm / direct / diplomatic]
• Conversation length: [10 / 20 / 30 minutes]
• Any sensitivities: [context]

Structure the conversation so it:

1. Opens calmly and sets the purpose
2. Describes the observed behavior factually
3. Explains the impact without exaggeration
4. Invites the recipient’s perspective
5. Clarifies expectations going forward
6. Agrees on specific next steps
7. Ends with support and accountability

Use concrete language rather than labels such as “unprofessional,” “lazy,” or “bad attitude.”

Do not invent motives or assume intent. Separate observable behavior from interpretation.

Include natural transitions and possible responses if the recipient disagrees, becomes defensive, or asks for examples.

Finish with:

• Full conversation script
• 3 alternative opening lines
• Questions to ask the recipient
• Clear next-step commitments
• Follow-up message I can send afterward