Feedback can be … uncomfortable. Even the word itself can make people tense up. But within healthy, high-functioning teams, feedback isn’t something to fear — it’s something to value.
When we shift how we think about feedback, we create space for deeper trust, better communication and real growth, both for ourselves and those we lead.
Easier said than done? Sort of. Whether you’re an established leader or a rising star, here’s your playbook for how to differentiate what’s helpful from what’s just noise and navigate the ins and outs of feedback like a pro.
The Power of Feedback
At its best, feedback is a gift. It offers a mirror — sometimes gentle, sometimes direct — that helps us see things we may have missed. It reveals our blind spots and highlights our strengths.
But feedback isn’t just about personal development. It’s about relational trust. When feedback flows freely within a team, it becomes a sign of respect. We give feedback because we care. We receive it because we want to grow.
In that way, feedback isn’t something separate from your team’s culture — it is the culture. And when done well, it can be one of the most powerful tools you have as a leader. When we don’t have a culture of feedback, we create a culture of avoidance which could lead to conflict.
Best Practices for Giving (and Receiving) Feedback
Feedback is a culture, not a check-in.
Don’t wait for an annual review to share what’s working — or what isn’t. Make feedback part of your team’s natural rhythm. A quick note after a meeting, a thoughtful comment in a 1:1, a shared observation in real time — these moments matter.
Lead with clarity and care.
Be honest, but not harsh. Feedback should be rooted in a desire to help someone grow, not a need to prove a point. Clear feedback shows respect.
Be specific.
Vague feedback like “you need to communicate better” doesn’t help anyone. Point to specific behaviors or moments so the person knows what to reflect on and adjust.
Feedback can be positive, too.
Feedback doesn’t have to mean correction — it can also be affirmation. Let your team know when they’re doing something well. Acknowledging positive behaviors reinforces what’s working and helps people feel seen and valued. A well-placed compliment can be just as powerful as a critique.
Make space for conversation.
Feedback is most effective when it’s two-way. After you share, ask how it landed. Invite a response. Feedback should open a dialogue — not shut someone down.
Receive with intention.
As a leader, you set the tone. If you want a feedback-rich culture, you need to show your team how to take feedback well. That means listening without defensiveness, thanking people for their honesty and modeling reflection over reaction.
Not all feedback is meant to be acted on.
This is the nuance. Not all feedback will be helpful — and that’s okay. The ability to discern what’s useful, what’s noise and what’s misaligned with your values is key. Take what builds. Leave what buries.
Feedback as the Foundation for Growth
Creating a culture of feedback doesn’t mean everyone agrees all the time or that every moment becomes a critique. It means people feel safe to speak honestly and bring their full selves to the table.
It’s not always easy. But when done well, feedback becomes more than a performance tool — it becomes a foundation for stronger leadership, deeper connection and lasting growth.
