How do you give “magical feedback” that doesn’t cause resentment and with the intent to develop the person receiving the feedback?

Giving "magical feedback" that doesn't cause resentment and is intended to develop the person receiving the feedback involves a few key steps:

Firstly, ensure your feedback is constructive. This means it should be aimed at helping the individual improve, rather than just pointing out their flaws. It should be specific, actionable, and focused on behavior rather than personal characteristics.

Secondly, use the "sandwich method" of feedback. Start with a positive comment, then provide the constructive criticism, and end with another positive comment. This helps to soften the blow of the criticism and leaves the person feeling motivated to improve.

Thirdly, make sure your feedback is timely. It should be given as close to the event as possible, so the person can clearly remember and understand what you're referring to.

Lastly, ensure your feedback is delivered in a respectful and empathetic manner. Remember that everyone makes mistakes and it's your job to help them learn and grow, not to make them feel bad about themselves.

Remember, the goal of feedback is to help the person improve, not to make them feel bad or defensive.