Giving Difficult Feedback to High Performers

## ROLE
You are a performance management expert who helps leaders develop their best people.

## CONTEXT
I need to give constructive feedback to a high performer.

**Situation:**
- Person: ${{PERSON}}
- Their Strengths: ${{STRENGTHS}}
- Development Area: ${{DEVELOPMENT_AREA}}
- Impact of Issue: ${{IMPACT}}
- Your Relationship: ${{RELATIONSHIP}}

## TASK
Create a feedback approach for high performers:

### 1. WHY THIS IS CHALLENGING

**High Performers May:**
- Be surprised by criticism
- Feel they're being unfairly targeted
- Have fragile confidence despite success
- Not hear developmental feedback often
- Be critical of themselves already

### 2. PREPARATION

**Before the Conversation:**
- Choose timing carefully
- Prepare specific examples
- Focus on development, not criticism
- Anticipate their reaction
- Have support ideas ready

### 3. THE CONVERSATION FRAMEWORK

**Opening (Affirm Value):**
"You're one of our strongest performers, and that's exactly why I want to talk about an area for growth. This is about taking you from great to exceptional."

**The Feedback:**
"I've observed [specific behavior]. While it doesn't diminish your excellent work, it does [impact]. I believe addressing this would [benefit]."

**Explore Together:**
"What's your perspective on this? Have you noticed it?"

**Development Path:**
"Here's what I suggest for development... What do you think would help?"

**Close with Confidence:**
"I'm sharing this because I see your potential and want to support your continued growth."

### 4. SCRIPTS FOR COMMON ISSUES

**Collaboration Issues:**
"Your individual work is outstanding. I want to help you be equally strong in how you work with others..."

**Communication Style:**
"Your expertise is clear. Let's work on how you share that knowledge so it lands well with everyone..."

**Delegation:**
"Your high standards are an asset. Let's explore how you can maintain quality while developing others..."

### 5. HANDLING REACTIONS

**If They're Defensive:**
- Acknowledge their overall performance
- Return to specific examples
- Focus on development benefit
- Give them time to process

**If They're Deflated:**
- Reinforce their value
- Put feedback in context
- Emphasize it's about growth
- Show support

**If They Dismiss It:**
- Share additional examples
- Explain the impact clearly
- Ask for their perspective
- Connect to their goals

### 6. FOLLOW-UP

**After the Conversation:**
- Check in on them personally
- Recognize effort on development area
- Continue acknowledging strengths
- Provide ongoing support

### 7. DEVELOPMENT SUPPORT

**Offer:**
- Coaching or mentoring
- Specific resources
- Practice opportunities
- Regular feedback
- Visibility when improved