Before sharing feedback, recommend to take preparation. It will help to share constructive criticism with ensuring positive outcome. But it will be more professional if we are well aware about his/ her Disc style, assessed the situation. Even context & tone can be more focused points in the communication style. During sharing constructive feedback, it's also recommended to share the relevant & particular ref which can be easier to accept the feedback by himself/ herself.

Giving feedback to a senior colleague requires tact, respect, and a focus on shared goals. I’d start by framing the conversation as a collaborative discussion rather than a critique. I’d highlight their strengths and contributions to set a positive tone, then address the specific issue with facts and examples, focusing on how it impacts the team or goals. I’d make sure my language stays respectful and solution-oriented, emphasizing mutual growth. For example, I’d say, "I value your expertise, and I think aligning on [specific issue] could help us achieve even better results. Here’s what I’ve noticed and a suggestion for moving forward." This approach ensures professionalism and maintains the relationship.

One thing I have found very helpful when giving feedback to a senior colleague is to gather my thoughts with a “learner’s lens”. If the colleague was learning to do his/her role what is working from my lens and what needs to be evolved. I would ask my colleague how they prefer to receive feedback. Some will want it in advance of a meeting together. This gives reflective leaders the time to consider the feedback in order to ask meaningful questions when the two of you meet in person. Others will want to hear the feedback verbally. And still others will want verbally with an emailed summary. Ideally your organization will have a template for providing the feedback. This approach will provide consistency in how and what feedback is shared.

When giving feedback to a senior colleague, I approach it with a "learner's lens," considering what’s working and what needs improvement from my perspective. I also ask how they prefer to receive feedback—some prefer it in advance to reflect and ask questions, others prefer it verbally, and some want a verbal discussion followed by an emailed summary. Ideally, using a standardized feedback template helps ensure consistency in how feedback is delivered.

Delivering constructive feedback to someone more experienced requires a delicate balance of respect and clarity. Approach with humility by acknowledging their expertise while gently offering your insights. Using specific examples ensures the feedback is clear and focused on behaviors, not personal traits, which fosters a more objective conversation. Suggesting solutions or alternatives demonstrates your commitment to positive outcomes and collaboration. By showing respect for their experience while promoting growth, you create an environment where feedback becomes a tool for mutual development.

Giving feedback to a senior colleague requires a careful balance of respect, tact, and honesty. Choose the right setting, preferably a private area Start with positivity Frame it as a partnership, and use inclusive language like “we” or “our” to show shared goals. Example: “I think this could help us achieve even better results.” Be specific and objective, offer suggestions, not criticism Invite their perspective Feedback should be a two-way street. Ask for their thoughts and insights. Example: “Do you see it differently? I’d love to hear your perspective.” Maintain professionalism and respect Followup thoughtfully If the feedback leads to action, acknowledge improvements or changes later on.