Direct feedback builds strength, avoidance breeds weakness

I will never sugarcoat anything. I'll never say I like something if I don't like something. If I'm in a meeting and someone tells me they don't agree with me, I will tell them I don't agree with them back.

Clear is kind. Conflict-avoidant, feedback-avoidant cultures degrade the talent bar.

If you create a space where you require constructive feedback, it's a lot easier to give feedback.

If you have feedback to give someone else, I think you can start by asking, 'Hey, do you have feedback from me?' And kind of taking the feedback first.

Directness only works if it's two-way. If it is one person being really direct with another person and then the other person being afraid to talk, you will end up in probably a not great relationship.

You have to thank them for it. You have to action. A lot of these companies have these pulse surveys, and they put the results on the screen, and 'We're going to work on it,' and that's the end of it.