Becky Blalock
Becky Blalock
Former CIO, Southern Company
Advisory Capital

Becky Blalock is the Managing Partner at Advisory Capital, a strategic consulting firm that provides insight and expertise to companies involved in the energy, information technology and medical industries. 

As former Senior Vice President and Chief Information Officer for Southern Company, Blalock spent nearly a decade directing IT strategy and operations for the 3rd largest utility company in the world. Under her leadership, Southern Company was recognized as one of the 100 Most Innovative Companies by CIO magazine and one of the 100 Best Places to Work in IT by Computerworld magazine. In addition to her work in information technology, Blalock spent over two decades serving Southern Company in leadership positions including accounting, corporate communications, customer service, economic development, external affairs, finance and marketing.

A sought-­‐after speaker, Blalock has long been recognized as a thought leader in the IT and utility industries. Computerworld magazine identified her as a Premier IT Leader and she was named CIO of the Year by Energy Biz magazine, Georgia CIO Leadership Association and Computers for Youth organization.


By Becky Blalock, former CIO of Southern Company, author of DARE: Straight Talk on Confidence, Courage, and Careers for Women in Charge

This article is by Featured Blogger Becky Blalock from her blog

When asked about the thing most managers dread about their job, the number one response is giving constructive feedback. Yet this is the most important task for any leader. As someone who came out of college and was leading a team at 22 years old, I wish I’d had some guidance on how to make feedback sessions more effective for my team members. After 33 years in corporate America, here is a simple outline I learned to use for making the most of a feedback session. 

Before the meeting

  • Find a private location to have the discussion and notify the employee that you want to have a discussion about performance. This will help take the surprise out of the meeting. 
  • Beware of feedback overload. Most individuals can get overwhelmed when you are giving them feedback on more than two areas, so be sure to focus your discussion on a few specific items.
  • Do your homework. Make sure you can give specific examples of problem areas or areas where the employee can improve. Focus on the behavior and not on the person. Provide concrete observations rather than inferences. This will help take emotion out of the discussion.  Many times individuals are not aware of the behaviors holding them back. Examples make the discussion more meaningful.
  • If possible, have the employee complete a 360 feedback process including a self-assessment.
  • Determine specific suggestions for how improvements can be made.
  • Ensure you have a good written outline for the feedback discussion.

During the meeting

  • Be sure to make comfortable eye contact during the discussion.
  • Share positive feedback, if possible, before beginning a discussion about constructive feedback.
  • Share specific examples regarding how the employee has not met expectations.
  • Share specific examples of how the employee can improve.
  • Give the employee an opportunity to respond. 
  • Set a timeline for improvement that is agreed to by the employee.
  • Summarize the meeting and ask the employee what you personally can do to help.

After the meeting

  • Compose documentation of the discussion. This will remind you of any follow up commitments that have been made, both by the employee and by you.
  • Do follow up. Show your interest in the employee’s betterment and do your part to help when necessary.
  • Each of us has areas in need of improvement. Being prepared and thoughtful in these discussions helps build an environment of trust where employees welcome feedback. This is a sign of a truly great leader. The only way an individual can reach their full potential is to be aware of their weak areas and receive thoughtful coaching on how to improve.

So I DARE you. Help your team reach it’s fullest potential by coaching them to be their best. While many of these suggestions seem elementary, many leaders fail to do these simple steps. Try them, you’ll experience the tremendous impact constructive feedback can have on your employees.

Do you have any favorite tips to share about giving successful feedback?

Originally published on Other featured posts by Becky Blalock: Let's Close the Pay Gap , Begin Within - Write It Downand Do You Have Guilty Working Mother Syndrome?