How would you give constructive feedback to someone who isn’t great at running a meeting, lots of awkwardness, filler words, etc?

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Depends if they’re your superior or subordinate. But in general to preserve the person’s morale, keep all feedback objective. Start with one or two constructive criticisms at a time. For example, if meeting flow is an issue, always address that first by suggesting they create a paper agenda to hand out. And stick to the agenda during the meeting. From there, you can see if that improves things then address filler words. Relate a personal story about how “I used to use a bunch of filler words like um and so but noticed clients responded better after I worked to drop them”. Keep it positive

“So, come here often?”

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