The Feedback Reset

Feedback. It’s one of those words that can spark both excitement and anxiety. It’s an essential part of growth and improvement, yet many of us shy away from it—whether it’s giving it or receiving it. And that’s a problem because a healthy feedback culture is the cornerstone of high-performing teams, transparent leadership, and personal development.

When feedback is done right, it can be a game-changer. It has the power to push you out of your comfort zone, open up new opportunities, and fuel growth in ways you never imagined. But here’s the catch: feedback only works when it’s honest, constructive, and part of a culture where it’s welcomed, not feared.

So, how do we create a feedback culture that encourages honesty, openness, and growth?

Why Feedback Matters: The Catalyst for Growth

In any organization or team, feedback should be a tool—not a weapon. Yet too often, it’s seen as something negative, something we avoid. But the best leaders know that feedback isn’t just about pointing out flaws—it’s about helping people improve. And when it’s given with care, clarity, and consistency, it can transform individuals and teams.

Here’s why feedback is so crucial for growth:

1. It encourages continuous improvement: If you’re not getting feedback, you’re missing the chance to improve. Feedback helps you identify blind spots and make better decisions moving forward.
2. It builds trust: When feedback is given in a constructive, respectful way, it shows that you care about someone’s growth. It reinforces the idea that we’re all in this together, and that we want each other to succeed.
3. It sparks innovation: Feedback often leads to new ideas, better ways of doing things, and creative solutions. When everyone feels comfortable sharing their thoughts, innovation thrives.

The Challenge: Feedback Doesn’t Just Happen

Let’s face it—feedback isn’t always easy. It’s often uncomfortable, awkward, or downright scary. That’s especially true if your team or organization doesn’t have an established feedback culture. Without the right environment, feedback can feel like a personal attack rather than a chance for improvement.

But here's the thing: You can create that environment. It’s about shifting the mindset around feedback from something to fear to something to embrace.

How do you do that? By leading the charge and setting the tone for how feedback is delivered, received, and acted upon. The first step is to reset the conversation around feedback.

The Feedback Reset: How to Build a Feedback Culture

A feedback culture doesn’t just happen overnight. It takes intentionality, trust, and a willingness to be vulnerable. But it’s worth it. Here's how you can reset your approach to feedback and turn it into a tool for growth:

1. Lead by example: Ask for feedback regularly

The best way to create a feedback culture is by modeling it yourself. If you, as a leader, are actively seeking feedback from your team and acting on it, it shows that you value growth and transparency. Ask for feedback regularly—not just when things are going wrong, but also when things are going well. This makes feedback a normal part of the conversation and shows that it’s not something to fear.

Actionable Tip: After meetings or projects, ask your team, “What went well? What could I have done better?” Show them that feedback isn’t a one-way street. When you act on the feedback they give you, it strengthens the trust in the process.

1. Create a safe space for honest conversations

For feedback to truly work, your team needs to feel safe giving and receiving it. That means fostering an environment where honesty is valued, and where feedback is framed as a tool for growth, not criticism. When people feel heard, they’re more likely to share their honest thoughts.

Actionable Tip: Make it clear that feedback is about the work, not the person. Encourage people to share feedback constructively and remind them that the goal is always improvement and development.

1. Encourage feedback at all levels

Feedback isn’t just top-down—it’s everywhere. A true feedback culture is one where team members at every level feel comfortable giving and receiving feedback. Peer feedback is just as important as feedback from leaders. When everyone is encouraged to share their thoughts, feedback becomes a tool for collective growth.

Actionable Tip: Introduce regular peer feedback sessions or 360-degree feedback processes. Empower team members to share what’s working and what’s not, and encourage them to approach each conversation with respect and a focus on solutions.

1. Be specific and actionable

Feedback needs to be specific, actionable, and tied to concrete examples. General feedback like “You’re doing a great job” or “You need to improve” doesn’t give people the clarity they need to improve. Effective feedback is clear, detailed, and focused on behavior—not personality.

Actionable Tip: Instead of vague comments, provide feedback with specifics. For example, “I noticed you did an excellent job handling that client call by staying calm and focused. In the future, I think we could also explore offering more solutions upfront to build trust faster.” This gives actionable steps they can take.

1. Make feedback a two-way street

Feedback shouldn’t just be one-sided. As a leader, it’s important to create opportunities for your team to give feedback to you as well. This opens up the door to a more open, transparent relationship where everyone feels comfortable sharing ideas and concerns.

Actionable Tip: After giving feedback to a team member, ask for their input on your leadership. For example, “What’s one thing I can do to support you better?” This not only shows that you value their perspective but also helps you grow as a leader.

What's Your Next Steps?

Creating a feedback culture where honesty fuels growth isn’t easy, but it’s worth it. When done right, feedback is a powerful tool for improvement, innovation, and connection. It strengthens relationships, builds trust, and ultimately drives better results.

So, ask yourself:

• How can you reset your relationship with feedback today?
• What small changes can you make to encourage more honest conversations in your team?

Leadership isn’t just about giving feedback—it’s about creating an environment where everyone feels safe to give and receive feedback as part of the growth process.

Warmly,

Kim

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