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6 templates for Linkedin feedback
Respectfully challenges a specific assumption in the feedback advice with a counter-case from practice.
Always give feedback in private. Public feedback, even constructive, is humiliating and destroys psychological safety.
Mostly true, but peer learning sometimes requires shared context, real-time group debriefs after high-stakes events are a legitimate exception.
Adds one concrete, immediately applicable tip about the specific feedback dynamic the post describes.
The hardest part of giving feedback isn't finding the right words, it's the silence right after. Most managers rush to fill it and undermine everything.
Counting to five internally after delivering it changes everything, most people need that gap to formulate a real response.
Opens with a direct, specific question to invite honest professional feedback on something real.
Asking for feedback on a new product landing page
Quick honest question for anyone who has built or evaluated landing pages: what is the first thing that makes you leave? I am rebuilding our product page and I keep second-guessing the opening. We have a headline, a two-line description, and then we get into features. That order felt right six months ago. Now I am not sure. I have seen advice ranging from "lead with the outcome, not the product" to "be specific about who this is for immediately" to "lead with social proof." All of it makes sense in theory. None of it is a clear answer. If you have seen a landing page that immediately made you stay, or one that lost you in the first three seconds, I would genuinely love to know what the deciding factor was.
Shares real progress and invites specific, honest feedback with genuine transparency.
Getting feedback on a new course curriculum I am building
I have been building a course on financial modeling for early-stage founders and I have hit a genuine fork. The first half of the curriculum is settled: cash flow basics, how to build a simple forecast, how to read a cap table. That part feels solid. The second half is where I am stuck. I can either go deeper on investor-facing materials, how to present financials in a raise, or I can go toward operational finance: how to use your numbers to make better hiring and pricing decisions. Both feel relevant. But they serve slightly different people at slightly different moments. If you have been through this as a founder, or if you teach or advise in this space, I would genuinely value your read: which half is more useful, and what is missing from what I described? Comments or a quick DM both work. Thank you in advance.
Delivers a specific, direct, useful response to a LinkedIn post that is asking for professional input or feedback.
LinkedIn post: 'Early-stage hire: generalist or specialist? Genuinely torn. What did you learn from making this call?'
Generalist if the scope is still shifting. Specialist once you know exactly what you need done.
Invites the author's network to share specific input, opinions, or experience on a real professional question.
post: trying to decide between hiring a generalist or specialist for an early-stage role
Early-stage hire coming up and I'm genuinely torn. The role needs someone who can own strategy and execution, but the volume of work skews toward execution right now. Generalist who grows with the role, or specialist who delivers immediately and we figure out growth later? For those who've made this call: what did you learn from it?
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