I'm nervous about giving feedback to a business owner I know. How can I frame it so it's welcomed and not too blunt? You need to frame the feedback from the angle of trying to help, not just pointing out a flaw. Start with a positive, like, "I really think you got something special here," and then offer the feedback as something that may help. Explain that if you're feeling this way, chances are there are other people who feel the same, and the owner might not know why they're leaving or not coming back. This makes the feedback about the business's success and not a personal attack.

When receiving criticism, how do I keep my ego out of it and position myself to be receptive? First, you have to have the mindset that you are not perfect and nothing you do is going to please every single person. Second, start with the foundation that no one is trying to tear you down or take your job, so you don't have to be defensive. Third, remember that perspective is reality. Your intention might be pure, but the way you're perceived can be totally different. Accept the perspective, then ask others if they see you the same way to get a general viewpoint before acting on it.

As a business owner, how do I make sure I am getting the feedback I need to grow? You need to be intentional about soliciting feedback. If people aren't giving it to you, it could mean you're not approachable, or they don't care enough. You create value when you ask people to give you feedback because now they matter to you. Try asking for feedback a different way, making it conversational, or have other staff members, especially those who interact with customers, ask for feedback, as customers may not be comfortable talking to the boss directly. This aligns with the principle that complacency is the enemy of progress.

What's the best framework for giving constructive feedback to my team? A helpful framework is Situation, Behavior, and Impact. The Situation reminds the person of what happened. The Behavior is a factual observation of what was perceived, not an opinion. The Impact is the outcome of that behavior. This framework helps people digest the feedback better because you are not stumping them down, but highlighting areas of improvement. Don't forget to use positive reinforcement, acknowledging that you know it was not their intention.

Watch the full episode at https://youtu.be/yjqM3NO2Nk0