Which statement about feedback is true?

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Feedback is most effective when it centers on observable behavior and the impact it has on the team or outcome. This keeps the conversation concrete, actionable, and less likely to trigger defensiveness, because you’re talking about actions a person can change rather than who they are as a person. When feedback focuses on behavior, it’s easier for someone to see what to adjust and how to improve.

Choosing to talk about personal attributes misplaces the focus on character, which isn’t something you can directly change in the moment and can feel like a personal attack. In teams, giving feedback about behavior helps everyone understand expectations and align how they work together. The idea that feedback should be avoided in team settings is simply not true—regular, constructive feedback is essential for collaboration and performance. As for private delivery, while sensitive feedback should often be done privately, some feedback—like public praise or general team-level observations—can be shared openly; treating feedback as always private misses opportunities for transparency and recognition.