The organisations that develop talent well are the ones that help people think through those realities, not just encourage ambition. They create room for someone to say, actually, I do not think this is the right time, or actually, I want to grow in a different direction. That honesty is only possible when the culture makes it safe to have the conversation.

Ask yourself what you have seen, what impact it has had, and what standard or expectation is not being met. Keep it concrete. If the issue is missed deadlines, point to the deadlines missed and the effect on the team or client. If the issue is inconsistent leadership, describe the pattern and the consequences. Evidence lowers defensiveness because it reduces ambiguity.