Feedback: The Leader’s Toolkit for Growth

(Average Read Time: 5 minutes)

Feedback is, without a doubt, one of the most powerful tools in a leader’s arsenal—and yet, it’s also one of the most misunderstood. Many of us equate feedback with criticism, avoiding it altogether or tiptoeing around it for fear of damaging relationships.

?? But here’s the truth: Feedback isn’t criticism—it’s clarity.

In fact, feedback is the difference that makes the difference. It’s the bridge between where you are now and where you want to go. It’s what separates teams that thrive from teams that merely survive.

Let’s be honest—feedback can feel uncomfortable. The very idea of feedback often gets tangled up with criticism, triggering defensiveness or fear. For some, hearing the word “feedback” feels like a threat. But what they’re really saying is they’re not used to it—or worse, they’ve been avoiding it entirely.

??Why Feedback Often Misses the Mark

The challenges with feedback come down to three blockers:

• Ego whispers, “I already know enough.” It convinces people they’ve mastered everything, shutting down curiosity and openness to learning. Leaders with unchecked egos miss out on opportunities to grow and improve because they can’t admit they don’t have all the answers.
• Arrogance blinds people to the potential in others. It creates a mindset that says, “I’m the only one capable,” which leads to micromanagement and a lack of trust. This stifles your team’s development, limits creativity, and ultimately holds everyone back.
• Fear is the quiet voice that asks, “What if they do better than me?” It prevents leaders from offering constructive feedback or developing talent because they’re worried about being overshadowed. Instead of building others up, they hold them back to feel secure in their own position.

The result? A toxic cycle where growth is stunted, teams underperform, and leaders fall short of their potential. Recognising and addressing these blockers is the first step toward creating a culture where growth, trust, and collaboration can thrive.

The question is: Are you ready to confront these barriers in yourself and your team?

Even leaders can struggle to deliver effective feedback. Some are too blunt, leaving their teams defensive and disengaged. Others are so worried about being polite that their message gets diluted to the point of being useless.

Sound familiar?

?? What Are We Really Here For?

As leaders, we have a choice. Are we here to tiptoe around each other, avoiding hard conversations to keep things “comfortable”? Or are we here to build something extraordinary—a championship team that thrives on transparency, truth, and trust?

Feedback is the foundation of that environment. It’s not about making people feel “nice” or avoiding discomfort; it’s about creating a culture where growth is the expectation, not the exception.

If someone on your team isn’t aligned with this vision of excellence, they may not belong in the team you’re building. And that’s okay—because what you’re building is extraordinary. And as the leader of your organisation, you need to cultivate an attitude of constant and never-ending improvement (CANI) - which is vital for your business improvement.

?? How to Master Feedback and Build a Championship Team

If your goal is to create a high-performing, transparent, and trustworthy team, mastering feedback is non-negotiable. It’s not about being overly polite or making people feel “nice.” It’s about creating an environment where growth, truth, and trust thrive.

Practical Tips for Effective Feedback:

1. Be Clear About What You Want: Replace vagueness with actionable direction.
2. Focus on the Outcome, Not the Excuses: Skip the “Why" they did something as it only leads to justification and defensiveness. Shift to “Here’s what we need to do next.”
3. Keep Your Cool: Deliver feedback calmly, professionally, emotionless tone. Focus on behaviours, not personal traits.
4. Reinforce Positives Quickly: The moment you see progress based on your feedback, acknowledge it. Recognition fuels motivation. Repeat feedback as you need to.
5. Space to Respond and to Reflect: Give them an opportunity to respond and the space to reflect and to 'get it'. And give positive feedback the moment you see them attempt your suggestion or recommendation.
6. Language Shapes Results: Use empowering phrases like:

• “Perhaps we need to revisit how we do this …”
• “What I am needing is …”
• “What I need from you is…”
• "What we need to focus on ..."
• "I am not sure I explained myself very well the first time. Let me try again"
• "I think we need to alter our approach ... "
• "Please prioritise the tasks I give you. Your success assures everyone else stay on track"

??Self-Reflection for Leaders

• How do I currently approach giving and receiving feedback?
• Am I creating an environment where feedback is welcomed, or one where it’s feared?
• What’s one step I can take today to improve how I give feedback to my team?

Take a moment to think about your answers. The way you handle feedback could be the key to unlocking your team’s full potential.

Often times the difference that makes the difference is in the attitude and approach of the team member. If your standards are very high, and a new member comes along who isn’t used to that, no matter what, you can NEVER drop your standards.

This may cause overwhelm for your new team member, but you must still not waiver. They may say ‘I need more help’, or ‘This can be done by myself’. If you know the job can be done, and it’s simply a matter of having a go and practice, do not get the extra help, and say: ‘This can be done. Just give yourself the time to learn it. Let’s go through the steps again.’

? Let’s Continue the Conversation

Feedback is more than a skill—it’s a leadership mindset. If you’re ready to take your leadership to the next level and want more practical insights like this, make sure to:

• Subscribe to this newsletter for weekly tips on leadership, growth, and building high-performing teams.
• Share this article with your network to spark a conversation about the power of feedback.

What’s your biggest challenge when it comes to giving or receiving feedback?

Drop a comment—I’d love to hear from you.