As leaders we are required to complete performance reviews and provide regular feedback. It’s easy to give praise but the need to be critical can be challenging and unpleasant. A University of Minnesota study found that we react to negative interaction much more strongly than we do to positive interaction. Constructive criticism is necessary for performance growth and should be delivered with this aim in mind. Preparing to give criticism well starts with being cognisant of our own emotional intelligence as negative feedback is received uniquely different to positive feedback. It must be delivered in private and done in a manner that demonstrates support for the recipient. Praise, on the other hand, should be delivered openly and on time. The Harvard Business Review suggests that the delicate art of giving feedback is a skill required to be an effective people manager. Do you deliver feedback highlighting strengths and supporting weaknesses?