I have not been delivering timely correcting feedback to my direct. Now, I have a list of negative behaviors that have accumulated over time. Since I have been giving positive feedback, I think delivering a lot of negatives will catch him off guard (he thinks he's doing well).
I understand the parts of the feedback model, but how much is too much at one time? What is the best strategy for delivering correcting feedback when it has been absent up until now?
This experience definitely points to the value of both positive and negative feedback!