Lisa Friscia

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We’ve all been there—the blank stare, the defensive reaction, or worse… silence. Feedback doesn’t always land the way we intend. But here’s the good news: feedback is a skill, not a personality trait. That means you can get better at it. Below are five of the most common “feedback fails” I see as a coach &amp; Chief People Officer—and simple fixes you can use today.

Five Feedback Errors (And How To Fix Them)

Feedback isn't one and done, but should be a continual process. As managers, we need to assess our own feedback to ensure clarity and equity. Download this free guide which includes questions to ask yourself.

Feedback Audit Checklist 

You were promoted for your work. Now lead your people. Learn to set expectations, give feedback, and influence in every direction.

Strategic Advisor & Leadership Coach 

Fractional Chief People Officer, Coach and Start Up Mentor & Advisor

Lead with Clarity: Essential Communication for People, Team  & Project Leads

Most managers don't fail because they don't care. They fail because they can't communicate clearly — and no one ever taught them how.When decisions unravel, projects stall, or trust breaks down, the root cause is almost always the same: unclear expectations, fuzzy feedback, or conversations that never happened. Your team is looking to you for direction. Your boss is expecting results. And somehow you're supposed to translate between both — in real time, under pressure, with no playbook.This isn't a skills gap. It's a design gap. Most managers were promoted because they were great at the work — not because anyone prepared them to lead people through ambiguity, conflict, or change.This course changes that. In three live, hands-on sessions, you'll build a practical, repeatable approach to communicating with clarity — with your team, your peers, and your leadership. And because clarity doesn't stop at the end of the session, you'll also leave with AI prompts and tools you can use on the job to prepare for hard conversations, sharpen your feedback, and communicate with more confidence every day.Stop improvising. Start leading with a system that actually works.

Lead with clarity, give feedback that sticks, and build trust in every direction

Define your leadership lens

Set expectations that actually hold

Have the conversations that actually matter

Lead up, across, and through change

Use AI to communicate faster and more effectively 

Mid-level leaders who are struggling to balance coaching, feedback, and executing

Team and project leads that are balancing managing up, down and sideways

People managers who want actionable strategies and targeted support in communicating through change and uncertainty

People Strategy & Leadership Expert

Fractional CPO helping leaders build the systems that make teams work

From improvising to operating: build the leadership system that actually holds

You wanted to lead. But when you got there, you realized the thing that made you excellent at your job is not the thing that makes you excellent at this one.Grinding harder isn't the answer. But neither is a leadership retreat where everyone leaves inspired and nothing changes. The books give you frameworks. The articles give you buzzwords. Nobody gives you a roadmap.The problem isn't your effort or intentions. It's that nobody handed you the infrastructure. That's not a you problem. That's a design problem.When roles are unclear and decision rights are fuzzy, people fill the gaps with assumptions- and left unchecked, these become chaos. No amount of trying harder fixes a broken system.Most training teaches skills without addressing the conditions those skills have to survive in. This workshop builds the structure first.In 3.5 hours you'll build a leadership operating system that holds:✅ Values → behaviors your team can see and replicate ✅ Role clarity, decision rights, and delegation mapped to your real work ✅ Three meeting templates ready MondayYou don't leave with notes. You leave with a system — grounded in your values, built for your context, ready to run.

Founders building culture for the first time. You have strong instincts. Make them structural before the team outgrows your systems.

New people leads stepping into management. You were promoted for your work. Now you're responsible for others' results. This is it.

Leaders taking on bigger scope or a new role. What got you here won't get you there. Build the operating system before the gap grows.

So They Made You a Manager. Here's What Nobody Told You.

You were promoted for your skills. Leading people is a different skill set entirely.

A name for what you're actually experiencing

Concrete moves that change how you coach, build systems, and make feedback normal on your team.

Three shifts that change how you lead

What you can own right now, regardless of what your org does or doesn't give you.

Your locus of control — even when the conditions aren't perf

You're Not Managing People Anymore. You're Managing Leaders.

If you're still the one solving everything, the system isn't working. Here's how to see it clearly.

How to spot the bottleneck

From problem-solver to coach. From task-monitor to systems-thinker. From feedback-giver to culture-builder.

Three shifts that change how you lead your managers

MOCHA clarifies who owns what and who decides what — so the noise stops coming up to you.

A decision-rights framework you can use immediately

How to Audit Your Feedback (Before You Write Reviews)

Leadership Coach and fractional Chief People Officer

Learn to distinguish firsthand evidence from assumptions or hearsay before writing reviews.

Identify the sources and quality of your feedback data

Practice connecting what you’ve seen or heard directly to defined performance expectations.

Align observations to job descriptions and competencies

Use a simple “feedback audit” checklist to spot bias, close gaps, and strengthen credibility.

Evaluate the balance and fairness of your feedback

Judgments Aren’t Feedback: Turn Traits Into Action

Strategic Advisor, Fractional Chief People Officer & Startup Mentor

Identify common red flags and language that signals when feedback is about traits instead of behaviors.

Spot personality-driven feedback

Use the SBI (Situation–Behavior–Impact) framework to translate vague or biased feedback into clear, actionable input.

Shift from traits to behaviors

Practice phrasing that's specific, performance-based, and forward-looking—so it builds growth instead of resentment

Deliver feedback that drives action

What To Do When Feedback Doesn't Stick

Strategic Advisor, Fractional Chief People Officer & Leadership Coach

Learn a simple framework to quickly identify if the issue was your message, the employee’s mindset, or the mechanics of

Diagnose why feedback didn’t stick

Practice using curiosity and clarity to reframe feedback conversations without repeating yourself or getting defensive,

Repair in the moment

Discover how to surface hidden friction, co-own next steps, and set lightweight follow-up so feedback actually leads to

Learn directly from Lisa Friscia

Lisa Friscia

About Lisa

Courses

Lead with Clarity: Essential Communication for People, Team & Project Leads

Workshops

Build Your Leadership Operating System: The Playbook No One Handed You

Lightning Lessons