Correction is one of the toughest parts of leadership—or really, of any relationship. Whether it’s with a teammate, a child, or even a close friend, few things feel heavier than having to look someone in the eye and say: “This isn’t working.”
Most people avoid it. Or they go in too hot and end up damaging trust. But here’s the truth:
Correction doesn’t have to be crushing. Done right, it can actually deepen respect, build trust, and spark positive change.
That’s where the 3 Checks Before You Correct come in. Think of them as your pre-flight checklist before you deliver feedback. If you skip them, you’re flying blind. If you do them, you set the stage for correction to actually land.
Check #1: Expectations
Have I been crystal clear about what I expect?
Before you correct someone, ask yourself: “Would they be surprised by this conversation?” If the answer is yes, the issue isn’t their performance—it’s your leadership.
Clear expectations remove the guesswork. Ambiguity creates confusion, and confusion creates resentment.
Pro tip: Write down your expectations in simple, measurable terms. Don’t assume they “get it” because you mentioned it once in passing. If it matters, make it clear.
Check #2: Teaching
Have I actually equipped them to succeed?
This is the part most leaders miss. It’s not enough to tell someone what you want—you’ve got to teach them how to get there.
Ask yourself:
Did I show them what good performance looks like?
Did I give them tools or examples to work with?
Have I reinforced it more than once?
Sometimes “poor performance” isn’t defiance—it’s simply lack of training. If they’ve never been shown, correction will feel like condemnation.
Teaching first ensures correction feels like guidance, not judgment.
Check #3: Correction
Have I offered feedback before this moment?
If the only time you speak up is when you’re frustrated, correction is going to sting. But if you’ve created a rhythm of feedback—both positive and constructive—people are more likely to receive it.
Here’s the key: Soft Like a Brick.
- Soft means they know you care.
- The Brick means you’re willing to be clear, direct, and specific.
Sometimes it helps to see how this plays out in real conversations. I walk through the 3 Checks with stories and examples in this video.
Watch it here:
Document what you’ve already said, keep a spirit of helpfulness, and remember this: Clear is kind.
Why This Matters?
When you run through the 3 Checks before correcting someone, you do two powerful things:
- You protect your integrity as a leader. People see you as fair, consistent, and trustworthy.
- You give the other person a real chance to succeed. Correction feels less like punishment and more like partnership.
Because at the end of the day, leadership isn’t about catching people doing wrong—it’s about helping them become right.
One Final Question
Next time you feel the urge to correct someone, pause and ask yourself:
“Have I set clear expectations? Have I taught them how? Have I corrected with care before now?”
If you can check all three boxes, go ahead. You’re ready. If not, the correction you need to start with… might just be your own.
This is how you give correction like a pro—clear, kind, and constructive.
Make it a great day,
– Ben
