R6 Siege:
Constructive Feedback

Proven ways for Rainbow Six Siege leaders to give constructive feedback!

Feedback is the breakfast of champions.”

- Ken Blanchard

Constructive Feedback
Definition

I guess we all know what feedback is. But what exactly does it mean for feedback to be constructive?
 
It does not imply that the assessment given has to be exclusively praising. A critical part of the feedback is just as (if not more) important as a positive affirmation.
Constructive feedback differentiates from just praise or criticism by focusing on helping with an improvement.
Such an evaluation intends to help the other person understand where they are, expectations as R6 Siege player, and key focus points of their improvement.
 
The intention itself is the main distinction. Every type of leader evaluates – both effective and ineffective ones.
However, the ineffective R6 Siege coach is primarily focused on blaming and pointing out the problem. He may wish for improvement of his players, but that’s not what his message transmits.
On the other hand, an effective IGL in Rainbow Six Siege will design the feedback around the development of the recipient. He desires to help a teammate with becoming a better Siege player!
 
So to know whether you are merely criticizing people or giving them constructive feedback, answer the following questions:
Am I more interested in blaming or helping the team to get better in R6 Siege?
Do I focus more on the past or the future?

Benefits of
Constructive feedback

Feedback is an excellent tool at a leader’s disposal for helping teammates with improvement in R6 Siege.

The main benefits of constructive feedback in Siege are:

  • Clarifies expectations

  • Deepens relation within the team

  • Increases trust and confidence

  • Improves overall team performance in R6 Siege

All of the above pros of constructive feedback are vital to a team’s success in the Rainbow Six Siege. Just like a chain, your team is as strong as your weakest link – whether it is an IGL, strategy, or fragging player.

Most of us share two characteristics when it comes to evaluation.
First, we are usually very good at evaluating other people.
Second, we generally suck at self-evaluation.

We tend to hold inaccurate views about ourselves and our skills, even as an R6 Siege player. In some cases, such beliefs can also be disconnected from reality.
Therefore, having other people to point our strengths and weaknesses is extremely helpful. Of course, we need to trust the person who gives us constructive feedback. Without trust, we may not take it for what it is – feedback, not a judgment.

How-TO Give
Constructive feedback

Now that we’ve covered the basics of feedback in Rainbow Six Siege let’s focus on the juicy stuff. Shall we?
 
Think about constructive feedback this way: What you want to achieve ultimately is to help people understand what they need to improve as a player, without triggering their defensive mechanisms.

It is easier said than done, especially the latter part. We are all sensitive to perceived criticism, and our skills in Rainbow Six Siege are not an exception!
The exact way in which you will give constructive feedback to your team members in Rainbow Six Siege will differ. If you are new to the leadership, then it will take you a while to train yourself in this area.

The best way to become good at it is to get fundamentals right and then practice, practice… and practice.
Considering that you’re reading this article, I assume the first part you’ve got covered😉

Now the second crucial point will be for you to practice and experiment. Observe how people react and test different ways of trying to reach them. Mastering this skill will inevitably take time. Be patient and don’t rush the process!

Below you will find a list of main tips that I recommend to consider in your road to becoming an effective leader of the Rainbow Six Siege team.

setting the right mindset:

Assume positive intent

Approach your teammate from a perspective that you always recognize their intention to perform effectively in their role as an R6 Siege player.
Whatever that happened or they have done, consider your response from the standpoint that their aim was positive.
 
You should do it for two excellent reasons:
First, it is most likely correct. Your teammates are people just like you – they want to win the match, perform well, and reach the goal you all share in Rainbow Six Siege.
In most cases, their actions or behavior are not based on malicious intentions. But instead result from a lack of perspective, priorities, or misunderstanding of expectations.
 
Secondly, assuming negative intent from the get-go will create hostility and trigger defensive mechanisms in other people.
In such a state of mind, people simply do not listen. All they do is protect themselves.
As soon as you trigger this mechanism, the message goes through one ear and gets out with another. It will absolutely miss this magical object between ears called the brain, where you want the constructive feedback to stay.
 
Example:
Your roamer tends to die way too quickly to impact defensive rounds positively.
Think about saying: “TheLegend27, I know you’re doing your best to help the team on roam…” or
NoobMaster69, I am sure you want to win the match as much as we all do…

Don't be negative

The results of your upcoming conversation with teammates depend heavily on your attitude towards them right from the start. If you think about bad things, bad things will probably happen – you will create a self-fulfilling prophecy.
 
Therefore, the below two steps are recommended prior to the conversation:
  • Imagine a positive outcome of the conversation
  • Think about good sides and actions of your teammates
Thanks to such an approach, you will set yourself to be friendly and approachable. Thus, being less likely to act and look judgmental.

Start Well:

Begin with your own mistakes

Before you start giving people feedback about their areas for improvement, make sure that you begin by saying what you’ve messed up or could do better next time.

Here is what you will achieve by doing so:
  • Minimizing chances of acting like a superior player in Rainbow Six Siege
  • Increasing teammates attention
 
Important note though: Share real mistakes, don’t fake it.
 
Example:
Yesterday, I could have done better in adapting our tactics on the attack. I will have to work on that aspect going forward…

Positive feedback and honest praise first

One of the most common mistakes is to start with the heavy artillery, rather than “softening” your conversation partner.

As mentioned earlier, the primary reaction you want to avoid is the feeling of being judged in the other person. Starting with positive feedback about them as a person or an R6 Siege player sets a better tone and helps the person relax. This, in return, makes them more likely to consider your feedback as valid.
 
Example:
I wanted to let you know that I see the continuous improvement you’re making in your entry fragging. You are becoming more decisive. I appreciate that! With that in mind, I think you could work on…

Remain Constructive:

Focus on issue resolution, not problem

One of the mistakes we can make while giving feedback is putting too much significance on the problem.

The problem lies in the past.
In reality, it does not really matter from this conversation perspective. The main focus is the underlying observation and actions needed to improve the future.
 
Remember: What we want to achieve is to prevent recurrence in the future, not blame teammates for what they’ve already done!

Address specific behaviors, avoid broad judgments

You want the feedback to be informative, non-aggressive, and actionable for others.
Remember that the goal is for both the team and a teammate to improve. Your main mission is to reach the goal in Rainbow Six Siege. Not that you are superior and how wrong they are!
 
To demonstrate:
a) “Dude, you need to work on your roaming game.
or
b) “I noticed that during the last match, you went for kills on the roam instead of prioritizing wasting time.
 
Which feedback would you prefer to receive?
 
The way I see it:
The first statement generalizes the roaming skills of a teammate, provides no help on the root cause of issues and sounds rather judgmental.
The second feedback, on the other hand, is specific (particular match), identifies the root cause (wrong priorities on defense), and is not aggressive, nor belittles teammate’s skill as a Siege player.

Don't praise the ability, praise the effort!

Praise is a powerful tool. It can help build the confidence of your teammates. However, it can also deteriorate their progress!
We tend to believe that praising a person’s ability to perform an action will help them. It turns out that such praise can be actually harmful, even in Rainbow Six Siege.
This idea was introduced to me in the book “Mindset” by Carol Dweck (great read by the way).

Now, let me explain this concept further:
When we praise a teammate for a well-developed ability (i.e., accurate aim or entry fragging), we may put them in a fixed mindset that prevents them from improving as an R6 Siege player.
If a person receives a lot of praise like that, he or she may become fearful of messing up.
As a result, the impacted teammate may be afraid of acquiring new skills or putting the effort in expanding current ones.
 
Instead, I recommend that you praise your teammates for their processes as an R6 Siege player. Such processes and efforts can be: persistence, taking on a new role, maintaining a solid work ethic, remaining calm in clutch situations, or being a supportive teammate.
Thanks to such an approach to praise, your team will be motivated to improve, to take on new challenges regularly.

Make it a two-way conversation

Despite common misconceptions, giving feedback is not all about what you want to say as a leader of the R6 Siege team.
Avoid feedback being a monologue. You need to understand the teammate and their POV.
 
Why?
You may think you know what your teammates think, feel, and the reasons for their actions.
In reality, you are likely to be projecting your own perception of the events on them.
Asking the other person for their opinion on the matter at hand gives you benefits, such as:
  • help you see their point of view – new idea and perspective
  • provides insight into how the other person feels – you learn about them
  • increasing their feeling of importance and being listened to – good rapport

How-TO
Receive feedback

You have to want to learn as an IGL or a coach, just as much as others or even more. You need feedback to be effective in your own improvement.
Continuously ask for the feedback.
 
Learn to take it well, rewarding teammates for being honest with you, and you will grow both as a person and a leader!
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Avoid defensive instincts

Make sure you don’t take the feedback personally, even if the other person attempts to get personal.
People may say shit that your ego won’t like. It’s natural.
You have to resist the initial temptations to become defensive.
Instead, stay open-minded and listen attentively to your teammate.

Ask for specifics

Clarify your doubts by asking questions about specific details and examples. Doing so will help you evaluate yourself accurately and act accordingly.
On top of that, you will help improve teammates’ ability to give feedback – they will learn to think through an evaluation before sharing it with you.
 
Example:
Your teammate said you do not give clear instructions and can be chaotic with mid-round decisions.
You could reply: “I see. I have to admit I didn’t notice that. Did it happen recently? Which match and situation do you have in mind?

Ask for specifics

Restating feedback is crucial to ensure you understood the other person well.
Always repeat their point using your own words and ask whether your perception is correct.
 
Remember: Assumption is one of the biggest enemies of effective communication between people!

Private vs. public
Feedback

Leaders have primarily two ways in which they can initiate a feedback session for the R6 Siege team – 1on1 or on a team level.
 
Psychologists and leadership coaches in other industries tend to argue on this subject. Though, everyone seems to agree on one part – you do want to praise your teammates publicly.
The arguments are mainly on the negative feedback side.
I do not think it is a black or white sort of question, though.
 
You should choose your approach depending on multiple factors, such as:
  • teammates’ personalities
  • the chemistry within the team
  • the root of the issue
  • expected outcome
So, let’s discuss both scenarios and potential situations where each is applicable in Rainbow Six Siege.

1 on 1

PROS:
  • Helps judge a person’s morale
  • Deepens a personal connection with the teammate
  • A team member is less likely to be defensive
  • Better form to understand their point of view
 
CONS:
  • Limits interaction within the team
  • May not lead to improvement on a team level
  • Limited view on the issue and solutions
 
WHEN TO USE?
  • Teammate is not taking negative feedback very well
  • Sensitive topic
  • Improvement needed on a person’s level
  • Chemistry issues within the team
EXAMPLE:
Your roamer tends to get greedy with the kills.
Certain teammate tends to blame others for his own mistakes.

TEAM DISCUSSION

PROS:
  • Increases accountability between teammates
  • Gives an overview of chemistry within the team
  • Potential for more ideas for improvement
  • Helps develop as a team
 
CONS:
  • Can escalate the issue
  • People may try to save face publicly
  • Could lower the trust of impacted teammates
 
WHEN TO USE?
  • High chemistry within the team
  • Team level improvement is the main goal
 
 
 
EXAMPLE:
The team should improve on the timing of objective push execution.
Entry fragger and drone partner communication could be further developed.
To sum up:
Team-wide discussions are great for advanced and professional teams.
On any level of play in Siege, you eventually want to create strong chemistry, high morale, and an open environment within the group. It is not possible to achieve such strength as a team by discussing continuously every topic in 1on1 sessions.
 
As time goes by and you all learn each other, try to incorporate more team discussions.
Though, I would still recommend discussing more delicate and personal topics first with an impacted teammate.

SUMMARY:

  • The goal of constructive feedback is to help others become better players and reach the goal as a team
  • Constructive feedback focuses on the resolution, not on the problem
  • Feedback provides many benefits, such as building trust, confidence, deepening team’s chemistry and improving overall performance
  • You are probably better at evaluating others than yourself, and probably so are others
  • When giving feedback, avoid at all cost triggering defensive mechanisms in another person
  • Start with your own mistakes, praise aspect the person does well, and only then highlight area for improvement
  • Be specific and non-judgemental
  • Don’t make it a monologue
  • When receiving feedback, avoid taking it personally and try to learn
  • Praise teammates publicly
  • Discuss sensitive topics privately – 1on1

Continue your journey to
Leadership Mastery in Siege

Get the fundamentals right and be truly effective in the leadership of the R6 Siege team!

Are you using feedback to benefit your team?
Learn how to give and receive feedback

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