Why Feedback Is the Lifeblood of Leadership

There’s a reason restaurants read every review—even the harsh ones.

Because feedback, whether it comes from a diner or a direct report, is a gift. It’s a mirror. And it’s one of the most powerful tools you have as a leader.

A great chef doesn’t just want to know that the steak was cooked perfectly—they want to know if the guest felt welcome, if the music was too loud, if the server forgot the wine. Every comment, good or bad, offers insight into how to improve the next experience.

Leadership is no different.

Giving and receiving feedback is how we grow our people, refine our culture, and improve our outcomes. Without a feedback loop, we’re leading in the dark—relying on assumptions rather than awareness.

In Feed Your Team, I describe the feedback loop as an essential element of healthy leadership. It’s not just about correction—it's about connection. When your team feels heard, respected, and understood, they thrive.

Constructive feedback has three critical elements:

• Specificity – Vague praise or criticism helps no one.

• Timeliness – Say it while it matters, not after it’s too late.

• Actionability – Feedback should offer a clear path forward.

And the same goes when you’re on the receiving end. The best leaders ask for feedback and do something with it.

Whether it’s through regular 1:1s, anonymous surveys, or impromptu check-ins, make space for feedback. Welcome it. Normalize it. It’s not about being perfect—it’s about being better.

So, what’s your version of the restaurant review?
If this resonates, stay tuned for next week's topic: letting go of what (and who) is holding your team back.

📖 Feed Your Team is available chapter by chapter in this newsletter and will be on shelves this fall. Forward to a friend or colleague who leads with purpose.

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