Chinyere Okorocha 
Dear Reader,
A few years ago, I watched a promising junior associate slowly lose confidence. She was smart, hardworking, and meticulous. But after one meeting, a senior colleague told her, “You always overcomplicate things. Just keep it simple.”
It wasn’t the words themselves that hurt, it was how they were delivered. No context, no guidance, no balance. Just a blunt critique in front of everyone. Instead of motivating her, it left her second-guessing herself for weeks.
Now imagine if that feedback had been offered differently:
“Your report was detailed, which is a real strength. In yesterday’s presentation, though, the level of detail made it harder for the client to grasp the big picture. Next time, try leading with the main insight before going deeper.”
Same intention. Different delivery. And the result? Growth, not discouragement.
That’s the art of feedback. Done well, it lifts people. Done poorly, it tears them down.
One of the fastest ways to accelerate your career isn’t just by excelling at your own work. It’s by helping others elevate theirs.
That’s where feedback comes in. Yet, for many female professionals, feedback feels uncomfortable. Some avoid it altogether because they don’t want to offend, while others deliver it so bluntly that it leaves bruises. The result? Missed opportunities for growth, both yours and theirs.
Here’s the truth: feedback is not about criticism. It’s about contribution and when delivered well, it becomes one of the most powerful leadership skills you can develop. Leaders are remembered not only for what they achieve personally but for how they make others better.
Why Feedback Fuels Career Growth
When you learn to give feedback effectively, several things happen:
• You build trust. People know where they stand with you and respect you for your honesty.
• You raise the bar. By encouraging others to improve, you create a culture of excellence around you.
• You expand your influence. Great leaders are multipliers, their success is measured not just by what they deliver, but by how they elevate those around them.
Invisibility might stall your career, but so can silence. If you stay quiet when a colleague needs guidance, you miss the chance to lead in that moment. Feedback is what signals to others: “This person cares enough to invest in my growth.”
A Simple Framework: SBI (Situation–Behaviour–Impact)
Instead of guessing how to approach feedback, use a structure that keeps the focus on growth, not blame.
1. Situation – Set the context.
“In yesterday’s team meeting…”
2. Behaviour – Point to the action, not the person.
“…you interrupted Sarah twice while she was presenting.”
3. Impact – Explain the effect.
“…it made it difficult for the team to hear her ideas, and it slowed the discussion.”
Notice what’s missing? Judgment. By describing facts and impact, you invite reflection without putting the other person on the defensive.
Pro Tips for Feedback That Stick
• Balance it. People receive correction better when they also feel valued. Acknowledge strengths alongside suggestions.
• Be timely. Feedback loses power when delayed. Address issues while the memory is fresh.
• Invite dialogue. Ask, “How did you see it?” Feedback is not a monologue, it’s a conversation.
• Check your motive. Always give feedback from a place of helping, not hurting.
Your Challenge This Week
Identify one person you can give constructive feedback to, whether it’s a colleague, a junior teammate, or even your boss.
Use the SBI framework.
Keep it simple, kind, and clear.
Because giving feedback isn’t about pointing out flaws. It’s about unlocking potential. And the professionals who master it? They’re the ones who rise faster, build stronger teams, and leave legacies of impact.
With over three decades of experience as a trailblazer in the legal profession, Chinyere Okorocha has established herself as a leading voice in law, leadership, and career growth for women. As a partner in one of the most prestigious law firms in the country, she has not only navigated the complexities of a competitive industry but has consistently broken barriers to become a sought-after leader, mentor, and advocate for women in the workplace. A devoted wife and proud mother of three, her career development platform, Heels & Ladders, is dedicated to mentoring and guiding women who aspire to redefine success, achieve career mastery, and lead with purpose.