How to Make Feedback Work for Growth, Not Criticism

Hey everyone 😎, I just wrapped up a presentation today on something I think we all struggle with—giving feedback.

We all know that negative criticism doesn’t go over well. It’s uncomfortable for both sides, and it can actually hold people back instead of helping them improve.

That’s why I shared a simple framework today called Syd Field’s Three-Act Structure—yes, the same one used in storytelling! It’s an easy way to deliver feedback that feels more like a conversation and less like an attack.

We all know that receiving negative feedback can be tough. It can make people feel defensive or unmotivated. But what if we structured our feedback like a story? A story that guides employees through awareness, reflection, and solutions?

Who’s Syd Field ;

He is an American author renowned for his contributions to screenwriting. He authored several influential books, with ‘Screenplay: The Foundations of Screenwriting’ being his first. In this book, he introduced the Three-Act Structure, a framework that has become a cornerstone in storytelling, especially in film and television.

We all know that employees don’t like receiving negative feedback—and honestly, who does? When feedback feels like criticism, people tend to shut down, get defensive, or lose motivation. But when feedback is structured in a way that engages them, it shifts their mindset from feeling attacked to feeling supported.

By using a storytelling approach like Syd Field’s Three-Act Structure, we can make feedback feel like a growth journey rather than just pointing out mistakes. Instead of saying, “You did this wrong,” we can guide employees toward self-reflection and improvement—helping them see feedback as a tool for success rather than something to fear.

This approach doesn’t just make conversations easier—it also builds a culture of learning, accountability, and growth in the workplace.

This is a Syd field’s diagram that divided into three sections:

Act 1 – Setup
Start with something positive. Highlight what the person is doing well before addressing anything that needs improvement. This sets the tone and makes the conversation feel more balanced.

Act 2 – Confrontation
This is where you address the issue, but do it gently. Instead of pointing out flaws directly, focus on the facts and avoid placing blame. It’s all about helping them realize the issue on their own.

Act 3 – Resolution
End with a solution or actionable advice. Offer to help and make it clear that you’re invested in their growth and success.

The goal is to encourage growth without discouraging the person or making them feel defensive or unmotivated. When feedback is framed in Syd field theory’s way, it’s more likely to be accepted and acted on.

Now I’ll tell the real time example for this:

Suppose a team member frequently misses deadlines. Instead of reprimanding them, we start with, ‘I noticed the deadline was missed. What happened?’ Then, we ask, ‘What caused the delay? How does this affect others?’

Finally, we conclude with, ‘What can you change to prevent this next time?’ This approach turns criticism into an opportunity for growth, fostering a more positive and productive environment.

Let’s work together to make our feedback process more engaging and constructive.

I’m excited to see how we can apply this moving forward. How do you approach feedback in your workplace? Let’s drop your thoughts in the comment !