“You are TOO DAMN SLOW. You are a bunch of DUMB DOLPHINS and…DUMB DOLPHINS get caught in nets and eaten by sharks. SO STOP IT. STOP IT. STOP IT RIGHT NOW. YOU A

“You are TOO DAMN SLOW. You are a bunch of DUMB DOLPHINS and…DUMB DOLPHINS get caught in nets and eaten by sharks. SO STOP IT. STOP IT. STOP IT RIGHT NOW. YOU ARE EMBARRASSING ME.” That last part, “you are embarrassing me,” suggests an element of narcissism. It personalizes the feedback, something every leader should avoid doing. Also, all caps suggests shouting, which suggests a lack of emotional control, something leaders sometimes pretend to do strategically, but a good leader never does this accidentally. (I give an example here: https://demodexio.substack.com/p/the-hearts-of-men-american-dreams-c15 https://demodexio.substack.com/p/the-hearts-of-men-american-... ) Good feedback is specific and individual. What Gary said, in this example, is almost scientific in how precisely bad it is. He is emotional and non-specific. If a worker has made a good-faith effort and failed, this kind of ranting doesn’t help the worker, and if the worker is operating in bad-faith, then you’ve encouraged them to continue because you are shouting at the room rather than singling them out, a fact which convinces them you don’t know which workers are operating in bad-faith.