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JoelLewis
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feedback-coach

Guide performance feedback conversations using HHIPP criteria and Radical Candor.

4|Updated Feb 20, 2026
Search Tags:#feedback#growth#coaching#radical-candor#psychological-safety#1:1
One-click install
npx skills add https://github.com/JoelLewis/skill-library --skill feedback-coach
Or copy as Structured Prompt for Agent▼
Please help me install this Agent Skill.
Skill: feedback-coach
Source: https://github.com/JoelLewis/skill-library/tree/main/plugins/dealmaker/skills/feedback-coach
Command: npx skills add https://github.com/JoelLewis/skill-library --skill feedback-coach

SYSTEM DOCUMENTATION & REQUIREMENTS

What problem does it solve?

Effective feedback is the high-leverage activity that drives growth, engagement, and performance by guiding behavior and development.

Core Features & Use Cases

  • Radical Candor framework for direct, caring feedback and avoidance of ruinous empathy.
  • HHIPP criteria for humble, helpful, immediate, in-person, and not personal feedback.
  • Structured 1:1 coaching using a Bill Campbell-inspired framework to cover performance, relationships, leadership, and innovation.
  • Psychological safety and handling triggers (truth, relationship, identity) to keep conversations constructive.
  • When to use this skill during 1:1s, performance reviews, and development conversations.
  • Common pitfalls and how to avoid them, with a quick diagnostic checklist.

Quick Start

Schedule and lead a 1:1 feedback session using Radical Candor and the HHIPP criteria to guide future growth.

Frequently Asked Questions about feedback-coach

High-intent search queries and answers about installing and using this skill.

FAQPage Schema
How do I give effective feedback during a 1:1 using radical candor?▼

To give effective 1:1 feedback using radical candor, combine direct challenge with personal care to avoid ruinous empathy. This skill guides structured coaching conversations covering performance, relationships, leadership, and innovation to drive growth.

What are the HHIPP criteria for performance feedback?▼

The HHIPP criteria state that performance feedback should be humble, helpful, immediate, in-person, and not personal. Applying these criteria regulates feedback conversations to ensure they remain constructive and focused on behavior.

How do I maintain psychological safety when handling triggered feedback conversations?▼

Maintain psychological safety by identifying and managing truth, relationship, and identity triggers during feedback conversations. This keeps discussions constructive and prevents defensive reactions that derail development coaching.

What is the best way to structure a development conversation for employee growth?▼

The best way to structure a development conversation is using a Bill Campbell-inspired coaching framework covering performance, relationships, leadership, and innovation. This ensures comprehensive growth guidance during scheduled 1:1s and reviews.

What are common pitfalls when giving performance reviews and how do I avoid them?▼

Common pitfalls in performance reviews include falling into ruinous empathy or triggering defensive reactions. You can avoid them by applying the HHIPP criteria and a quick diagnostic checklist to regulate feedback conversations effectively.

When should I use structured coaching for feedback instead of informal conversations?▼

Use structured coaching for feedback during scheduled 1:1s, annual reviews, and development discussions. These formal settings require regulated conversations to effectively guide behavior and employee growth.

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