There are following possible frameworks of behavior:
Assertive, that presupposes conveying one’s opinion with respect to the rights and views of other people; it comprises stating one’s views without accusing the other party of improper fulfillment of obligations.
Aggressive, that also include telling about personal views and ideas but regardless of the feelings of others; aggressive style often includes blaming manager’s incompetence and negative style of expression.
Nonassertive, that means that a person doesn’t express his or her view of the issue; such situation can be caused by trying to avoid sensitive issues, protect either oneself or a manager or not understanding the policy.
Aggressive behavior creates excessive tension; nonassertive prevents a person from clearly stating his or her ideas. The goal that should be striven is an exertive and authentic style of expression. Wording the feedback should be clear and precise. One should avoid wordiness and vague statements. It is also useful to note that in expressing the feedback one should endeavor to be impartial and objective. Avoiding judgment and evaluation will greatly facilitate the way people will perceive the information. It is advisable to avoid words such as weak, strong, incompetent, indecisive, dictatorial, and controlling, since they express personal attitude and may make people act defensively.
Stereotypes should be avoided as well. One should deliver accurate and precise information rather than general statements, as it hampers the process of identifying the problem. In presenting the picture one should state the status quo, rather than the desirable situation, the latter should be used only in foreseeing the future prospective.
