Building A Culture of Feedback

“Feedback is not about perfection; it’s about progress.”

As a leader, one of the most impactful things I’ve learned is how to create space for feedback— not only for the team, but for myself too. Early in my career, I was taught an exercise called “Stop, Start, Continue” designed to gather and respond to feedback from my team.

(If you’re unfamiliar, this is an exercise to gather anonymous feedback from a group then hosting a dedicated conversation where the group can share candidly what actions/behaviors you should stop doing, start doing, or continue doing.)?

I’ll be honest—every time I schedule one of these sessions, I feel more than a little anxious. What if I hear something I wasn’t expecting? What if the feedback is hard to take? Over time I’ve come to realize that the discomfort is ultimately worth it. These sessions aren’t just about identifying blind spots—they’re about progress. And more than anything, they’re about showing my team that their voice matters.

Why Feedback Matters

Feedback serves as a mirror, reflecting both our strengths and areas needing improvement.

However it’s not only about improving performance. Feedback fosters trust, accountability, and alignment within a team – all required to build a high performing team.?

As challenging as the Start, Stop, Continue sessions can be, they've created a foundation I can build on. They’ve highlighted gaps in my leadership, from how I communicate during tough times to how I recognize the team’s wins. They’ve also given me a clearer roadmap for how I can better support the team and others I work with.

Feedback Goes Both Ways

One of the other critical things I’ve learned over time is that for feedback to be most effective it has to flow both ways. It’s a conversation. When inviting others to share their honest thoughts, you’re not just asking for input; you’re committing to act on it.?

I’ve also noticed throughout my career giving colleagues and direct reports alike an avenue to share their honest feedback it creates a ripple effect. When others see you model vulnerability and accountability, they feel more comfortable doing the same.?

How to Make Feedback Part of Your Leadership Style

Building a culture of feedback isn’t something you “sprinkle in” now and then—it needs to be part of your leadership DNA. A few ways I've tried to approach it:

1. Create Rituals: Whether it’s quarterly sessions, weekly check-ins, or quick post-project debriefs, building regular opportunities for feedback into your schedule makes it part of the norm and not the exception.
2. Be Transparent: Let your team know you’re not perfect, and you don’t expect them to be either. Growth happens when everyone feels safe enough to be honest.
3. Follow Through: Feedback without action can erode trust. If someone shares something with you, take steps to address it—and let them see the results.

One Last Thought

Leadership isn’t about having all the answers—it’s about asking the right questions and being open to learning. So, here’s my question to you: How do you create a culture of feedback within your team? What’s one thing you could start doing today to make feedback a more natural part of your leadership style?

Let’s keep the conversation going—because progress starts with listening.

#Leadership #Feedback #TeamCulture #Growth