Comment by FloorEgg

There's been pretty substantial research done into the most effective ways to deliver feedback to students to maximize their development rate. However when it's not a student but a senior employee, manager or executive that did something they knew was wrong to cut a corner to make their job easier at the cost of making the company worse off, it's a different context and situation.

The problem is "asshole" is an imprecise word.

There is nuance in describing good leadership, and which leadership is best depends on the context. A military leader in a war should have different qualities than an elementary school principal to be the best leaders they can be, and the same is true for technology company CEOs, even with differences between companies. "Wartime vs peacetime" CEOs and all that (e.g. whether the company has intense competition or a monopoly).

Generally Good:

- provide any positive reinforcement first (point out what you want them to keep doing)

- be direct and clear about the mistakes, but focus feedback on the mistakes/work and not their person

- explain why the feedback is important, always ensure the "why" is understood

- share consequences if the feedback is not followed, if there will be any (don't surprise someone with the consequences only once they are reached)

Generally Bad:

- open up with a personal attack on their character

- be vague about what they did wrong or what they should do instead

- don't explain why following the feedback is important, don't justify it with a good reason

- fire people without any warning or opportunities to correct their behavior