{ "media_type": "text", "post_content": "Struggling with how to word upward feedback...I have an MD who has helped me in my career but is oftentimes extremely aggressive (leading to apology calls later in the week when he cools off) which I believe is what will hold him back from moving up in his career. I’m leaning towards the “demonstrates self awareness” competency has needing to be worked on but I don’t know how to objectively word the suggested action to be taken without taking the anonymity out of the feedback.", "post_id": "601c2b6b8000db0024678780", "reply_count": 3, "vote_count": 1, "bowl_id": "59e88be7e2808e00149b0443", "bowl_name": "Women In Consulting", "feed_type": "bowl" }

Struggling with how to word upward feedback...I have an MD who has helped me in my career but is oftentimes extremely aggressive (leading to apology calls later in the week when he cools off) which I believe is what will hold him back from moving up in his career. I’m leaning towards the “demonstrates self awareness” competency has needing to be worked on but I don’t know how to objectively word the suggested action to be taken without taking the anonymity out of the feedback.

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Hey I think that this is an incredibly valuable post. I would try to frame the feedback as, "before you react to something, institute a rule where you take five to ten minutes to think about it. That way you can first subjectively evaluate it and then objectively evaluate it this may lead to having fewer apology sessions."

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Thank you! This is very helpful.

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