I'm impressed that the title of this post points to a better way of delivering feedback than is discussed in the article. This event sounds like a wonderful op

I'm impressed that the title of this post points to a better way of delivering feedback than is discussed in the article. This event sounds like a wonderful opportunity to have a 1:1 conversation with the person and tell a story to help them grow. Before talking to your team member, set your own tone internally. This conversation should be friendly, helpful, and constructive. No one should walk away feeling bad about things, but instead leave having strengthened your alignment and hopefully learned something in the process. First, ask them how they think the message they sent was received. Be open to learning new things, such as an intent that wasn't clear to you, or some other details about the interaction that aren't immediately obvious to you. Also be open to and prepared for them to already know there was a problem with it. Paraphrase it back to them if you don't understand something they said. Next, talk through a similar story from your past where you sent a message with similar problems. It doesn't have to be an email, but it's important for you to talk through how you made a similar error. The key is how you identified the problem and identified a better way to handle things in the future. If you honestly and thoughtfully have this conversation with your valuable team member, you will develop empathy and trust that will not only help them learn from the experience, but give both of you a better working relationship for the future.