Most feedback fails for one of three reasons: It’s too vague (“Just be more proactive.”) It’s too late (delivered after frustration has hardened) It’s too loaded (people feel judged, not helped) If you want feedback to build people, the goal isn’t to “be nice.” The goal is to make the standard clear and make growth possible—without making someone smaller. The principle: feedback is a development system Development doesn’t scale through occasional big conversations. It scales