What if, in some alternate universe, you found yourself in a meeting as a supervisor, sitting across from a younger version of your professional self; the young, callow version of yourself, who hadn’t yet experienced much feedback in your field? You see yourself sitting there, nervously thinking meticulously about what this might be about. Maybe this is good, young-you thinks. You see yourself sit a little taller. But knowing what you know now, you understand that meetings were rarely ever a positive experience. In fact, as you remember being at that stage in your budding career, these sorts of meetings would progressively prove that you should be nervous. But wait. You remind yourself that in this alternate universe, you have the power to change this interaction. And not only this one, but you could shape every one moving forward. As a matter of fact, you could create a culture very different than the one you had endured. Would you do it differently for yourself? You’d probably have a lot to change, right? Or would you just ignore it and carry on the road of negativity laid before you, the one that you had suffered?

When giving feedback, it’s not about dissecting every little thing someone’s done wrong or trying to mold them into some version of a “perfect” you. Consider that different perspectives may ultimately result in a far better outcome. A supervisor isn’t someone who simply tells people what to do and when to do it; they are leaders. And leadership? Well, leadership is about showing up, being present, and allowing space for others to grow in the process. A team will always appreciate a supervisor willing to roll up their sleeves and do the messiest part of the job alongside them.