Some of the greatest leaders in my career were the ones that gave me great feedback–and were even receptive to taking constructive feedback. Let me share a few thoughts on one of the most underappreciated tools for growth—feedback. It's a word that can strike fear into the hearts of many. But it doesn't have to be.
In fact, it is a powerful tool that can drive growth, both personally and professionally. And when given and received effectively, it can help us improve our skills, enhance our performance, and strengthen our relationships.
Why Feedback in Professional Development
Feedback isn't just about pointing out mistakes or patting someone on the back—it's a catalyst for growth.
Increased Performance: Employees who receive regular, constructive feedback perform better and are more aligned with company goals.
Higher Motivation: Positive reinforcement boosts morale, while actionable insights empower employees to improve.
Greater Job Satisfaction: It fosters a sense of belonging and purpose, reducing turnover and increasing engagement.
Constructive feedback also provides clarity, identifies areas for improvement, and reinforces strengths. And a workplace with a robust feedback culture? It can inspire employees to reach their full potential!
So, how do we master it?
How to Give Feedback Effectively
Giving feedback doesn’t have to feel awkward or critical.
Start with Empathy
Empathy is the secret ingredient to meaningful feedback. Before saying a word, take a moment to put yourself in the other person’s shoes. How will it make them feel? Are you helping them grow or making them feel defeated?
Also, kick things off with something positive. Seriously, don’t skip this part—it sets the tone and shows you see the good in their efforts. For example, instead of diving straight into what needs fixing, try something like, “You brought great energy to the project, and I know how hard you worked on it.” Then you can shift to areas for improvement without it feeling like a hit to their confidence.
And always, always frame your feedback as an opportunity to help them get better. When people feel like you’re rooting for them, they’re much more open to hearing what you have to say.
Be Specific (No Guessing Games)
Nobody likes vague feedback—it’s confusing and unhelpful. If you want someone to improve, you need to give them clear, actionable advice. Think of it this way: the more specific you are, the easier it is for them to actually change.
For example, instead of saying, “You need to communicate better,” try this: “In last week’s team meeting, your project timeline wasn’t clear, which caused some confusion. Next time, let’s focus on providing clear deadlines to keep everyone on the same page.”
See the difference? You’re pointing out exactly what went wrong and how they can fix it moving forward.
Timing Is Everything
Here’s the thing about feedback: the sooner you give it, the more effective it is. Waiting too long makes the details fuzzy and the impact weaker. So, don’t let busy schedules get in the way—carve out time to address issues promptly while everything is still fresh in everyone’s mind.
And by addressing it in real time, you’re showing that you value the person’s growth and that it’s important enough to prioritize. Plus, it also prevents small issues from snowballing into bigger ones later.
Focus on Actions, Not Personalities
Feedback should always target behaviors--not the person. Why? Because when it feels personal, it can come across as an attack—and nobody responds well to that!
So instead of saying, “You’re careless with details,” say, “There were a few errors in the report that need correcting. Let’s work on building a review process to catch those next time.”
See? The focus stays on the action (or the issue) rather than making it about their character. This keeps the conversation both constructive and forward-looking.
Wrap It Up with Encouragement
Always end on a high note. Why? Because people should leave a feedback conversation feeling motivated, not deflated. Reinforce their potential and express confidence in their ability to improve.
You might say, “I know you’re more than capable of nailing this next time—I’ve seen what you can do, and I have no doubt you’ll handle it like a pro.”
Remember, a little encouragement goes a long way in building trust and keeping morale high.
How to Receive Feedback with Grace
Let’s be real—receiving feedback isn’t always easy. It can feel uncomfortable, maybe even a little…personal. But here’s the thing: it also is one of the most powerful tools for both your growth and improvement. Whether it’s from your manager, a teammate, or even a friend, learning how to handle it with grace can take you far.
Listen—Really Listen
When someone is giving you feedback, pause for a moment and give them your full attention. No interruptions, no excuses, no “Yeah, but…” responses. Just listen. They’re taking the time to share their perspective, and even if it’s tough to hear, it’s worth understanding.
Pro tip: resist the urge to start mentally defending yourself while they’re still talking. Stay present and focus on what they’re saying.
Ask Questions (Yes, It’s Okay to Dig Deeper)
Not everything will be clear right away--and that’s okay!
If something doesn’t quite make sense, ask for clarification. “Can you give me an example of when that happened?” or “What could I have done differently?” shows that you’re genuinely invested in understanding.
Emotions? Put Them on Pause
It’s totally normal to feel a little defensive or even hurt when someone critiques your work or behavior. But here’s the secret: feedback isn’t about tearing you down—it’s about building you up.
So, instead of focusing on how the message was delivered, zero in on what was said. Take a deep breath, keep your cool, and avoid taking things personally.
Look at Feedback as a Growth Opportunity
Feedback isn’t about pointing out flaws; it’s about highlighting areas where you can level up. Shift your mindset to see it as a tool for improvement rather than a critique. Once someone’s shared their thoughts, thank them.
Seriously, just say, “Thanks for that—I appreciate it.” Then, take some time to reflect and map out a plan to grow from it.
Own It and Take Action
The best way to show you value feedback? Do something about it.
Whether it’s improving a skill, tweaking your approach, or changing a behavior, taking action shows you’re committed to growing. It’s not just about hearing it—it’s about using it to become a better version of yourself.
And at the end of the day, it might not always be fun to receive one, but it’s an incredible opportunity to learn. Embrace it, own it, and watch yourself grow into the superstar you’re meant to be. You’ve got this!
Feedback Culture: Companies That Got It Right
Looking for inspiration?
Netflix
Netflix champions a culture of radical honesty. Managers and employees are encouraged to exchange candid feedback that is both direct and constructive.
🎯 Impact: This transparent approach drives accountability and ensures continuous improvement.
Adobe
Adobe ditched the yearly performance review in favor of continuous feedback check-ins. This fosters ongoing dialogue between employees and managers.
🎯 Impact: Employees receive real-time input, helping them pivot and improve when necessary.
Google's "Googler-to-Googler" (g2g) feedback program encourages employees to exchange skills and offer feedback to one another.
🎯 Impact: It builds a culture of collaboration and mutual growth.
These companies show how embedding feedback into culture isn’t just beneficial—it’s transformational.
Let’s Talk Feedback for Your Organization
Implementing it effectively takes intentionality, strategy, and the right guidance. And as an expert in culture, leadership, service, engagement, and building teams, I am here to inspire your team to embrace a feedback culture and provide actionable strategies for leadership growth.
Let’s talk to discuss how I can help you create a more engaged, productive, and successful team. In-person or virtually, Impactful Edu-tainment will be served.
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