Clarify:

Be up front about your intent from the very beginning. “My role is to help you succeed; any coaching or feedback I share comes from that. The better you perform, the better we perform; our success is linked.”

Normalize:

Two-Way: What is good for the goose is good for the gander. Ask for feedback personally BEFORE you offer feedback and do so often and best not just before you give it. Feedback isn’t a hierarchy privilege; it is a vital learning tool for all. “What can I do better? How could I deliver better/clearer guidance? What would you like from me you are not currently getting? Is there anything you’d like me to do less of?”

Humanize:

Separate Behavior from Identity:

Behavior: In the future, please prepare and distribute the agenda in time for participants to prepare.

Identity: You are disorganized and don’t know how to run a good meeting.

Closing Quotes:

“If you get honest feedback and do nothing about it, then feedback will stop.” – Alan Mulally, b. 1945, Ford CEO 2006-2014

“Withholding feedback is choosing comfort over growth.” – Adam Grant, Think Again: The Power of Knowing What You Don’t Know 

“Average Players want to be left alone. Good players want to be coached. Great players want to be told the truth.” – Doc Rivers

“Dig for feedback on yourself. You need to have courage to ask for feedback. You need to learn how you can learn how to grow. It is important that you are going to be a lifelong learner.” – Scott Cook, co-founder, Intuit 

As always, I share what I most want and need to learn. – Nathan S. Collier

Note: Every effort has been made to properly source any 3rd person material. I am, however, a voracious reader. If anyone finds any unattributed material, pls let me know asap and I will be delighted to give credit where credit is due.
“All intelligent thoughts have already been thought; what is necessary is only to try to think them again.” – Johann Wolfgang von Goethe, 1749-1832