Leaders connect before they correct

Leadership isn’t about directing every task or delivering feedback quickly; it’s about empowering others and delivering feedback compassionately and meaningfully.

When leaders take the time to connect first, they create the psychological safety required for honest conversation, shared ownership, and genuine growth. This is leadership at its finest.

Connection isn’t softness; it’s strategy.

It builds the relational foundation that makes correction more effective, respectful, and far more likely to lead to real behavioural change.

When leaders move straight into correction without connection, people often feel defensive, unseen, or misunderstood which can dismiss even legitimate feedback. When leaders pause to understand the human behind the task, they shift the tone from criticism to collaboration. This isn’t just good practice; it’s relational intelligence in action. Connection opens the door. Correction guides the way. Together they create a culture where people feel valued, supported, and ready to rise to the challenge.

Connection + Compassion + Correction = Meaningful feedback

• Connection is the relational entry point to building safety, it says - “I see you; I value you and I am here with you”.

•  Compassion is the emotional anchor building willingness it says - “I care about your experience and want to see you succeed”.

•  Correction is the clarity and direction that builds capability and it says - “Here’s what needs to change and why that matters”.

Meaningful feedback (for both leaders and their people) is feedback that elevates.

🍃 Effective feedback begins with a genuine human connection.

🍃 Connection increases trust, reduces defensiveness, and improves behavioural change.

🍃 “Correcting” becomes coaching when the relationship foundation is strong.

🍃 Leaders who connect first build cultures of openness, safety, and shared accountability.

🍃Awareness of your pace, facial expressions and tone is critical when giving feedback, slow it down and engage respectful interactions.

Reflections to ponder:

⭕ How do I typically approach giving feedback, do I connect first or correct first?

⭕ When I give feedback what signals do I give the other person about the importance of the feedback, rushed and dismissive signals or present and respectful signals?

⭕How could slowing down and connecting shift the outcomes of difficult conversations?