Transforming Conversations into Connections with the CLEAR Feedback Model
Feedback Made Simple
An effective way to make your feedback actionable, fair, and growth-focused.
Here’s the truth: feedback is one of the most powerful leadership tools we have, and also one of the trickiest to use well.
Especially for women of color in leadership, feedback conversations can feel like walking a tightrope. Be too direct, and you risk being labeled abrasive. Too soft, and your point gets lost in the noise.
I’ve been in soooo many situations on both sides. Along the way, I’ve learned (and now preach!) that the key isn’t to avoid feedback, but to deliver it with intention, facts, and respect.
That’s why I love the CLEAR Feedback Model. It takes the guesswork out of high-stakes conversations and helps you focus on growth, trust, and forward momentum. All the good stuff.
So… what is the CLEAR Feedback Model?
C-L-E-A-R stands for:
Context – Set the stage with specific details.
Language – Use neutral, objective words to describe what you observed or heard with your own eyes and your own ears.
Effect – Explain the impact on you, the team, or the work.
Action – Suggest what to do next (continue or adjust).
Reflect – Invite their perspective to make sure you’re on the same page.
This model gives us a way to have feedback conversations that are balanced, actionable, and empowering. Your team will love you for it – and so will your employer, because you’ll be known as the woman who gets things DONE!
Why CLEAR feedback matters even more for inclusive leadership
Some disheartening research shows that women – especially women of color – are more likely to get vague feedback about personality rather than clear, actionable feedback about performance. That vague feedback can stall careers and quietly reinforce bias. And it can just feel really discouraging!
But here’s the shift: when you deliver feedback using CLEAR, you flip the script. You give feedback that is:
Objective and actionable – not personal.
Encouraging and empowering – not deflating.
Grounded in behavior – not assumption.
And that’s not just better for the person you’re talking to – it starts ripple effects for the culture you’re trying to build.
How to apply CLEAR in real life
Scenario 1: Addressing a challenge
Situation: A team member interrupts others during discussions.
Context: “In yesterday’s project meeting, you spoke over two team members before they could finish their points.”
Language: “That made it harder for the team to hear all perspectives.”
Effect: “When voices get cut off, we risk missing ideas that could make our work stronger.” (pause and allow for response)
Action: “Let’s pause to make sure everyone has finished before we respond.”
Reflect: “What might help you hold space for others in the conversation?” (pause and allow for response)
Why it works: It’s specific, non-judgmental, and focused on impact – not personality.
Scenario 2: Reinforcing what’s working
Situation: A colleague facilitates a team discussion exceptionally well.
Context: “During today’s strategy meeting, I noticed you created space for everyone to contribute.”
Language: “That helped ideas flow more freely.”
Effect: “The team aligned on next steps faster, and the quality of the discussion improved.” (pause and allow for response)
Action: “Keep doing that – it’s a real strength you bring to the group.”
Reflect: “How did that meeting feel for you?” (pause and allow for response)
Why it works: Feedback isn’t just for course correction. Recognizing good work is just as important for building trust and confidence… and then when it comes time to give tough feedback, the trust will be there.
“Clear is kind. Unclear is unkind.”
Brené Brown said it first, but I’ve lived it and would bet you have too: fuzzy feedback frustrates people. Clear feedback frees them.
When you’re direct and thoughtful, you’re not just giving information – you’re building trust, showing respect, and making it safe for others to grow.
Imagine a workplace where:
Feedback is empowering, not deflating.
Conversations focus on what’s possible, not what’s wrong.
Leadership is about equity, collaboration, and shared wins.
That’s the culture CLEAR helps create. And now you can bring it to life!
Feedback is a big topic! Here’s more from me:
Your leadership challenge
Try the CLEAR model this week. Whether you’re in a quick hallway chat or a formal review, practice walking through Context, Language, Effect, Action, Reflect.
And then notice: How does the energy of the conversation change? How do people respond differently when they know exactly what you mean and what comes next?
I’d love to hear what you discover. Share your stories in the comments or send me a note on LinkedIn.
Lead the way,
P.S. If you want more tools like this – plus more personal stories, strategies, and honest talk about leadership – make sure you’re following me on Instagram!
