EP150: The Foundations of Effective Feedback
HUMANS ARE WIRED FOR CONNECTION
The gift of feedback supports this need.
Enjoy!
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(The notes below are only a brief bullet point summary of what is discussed in the podcast. Be sure to listen to get all of the goodness! If you would like a full transcription of the episode, please send an email request to: angie@angie-robinson.com. We’d be happy to provide that!)
As we approach the end of the year, many leaders find themselves deep in the performance review process—a time traditionally reserved for reflecting on successes, identifying areas for growth, and setting the stage for the future. While these formal feedback sessions are important, feedback should never be confined to an annual event. It’s a continuous dialogue that serves as the foundation of impactful communication and high-performing teams.
Feedback is much more than sharing advice or pointing out areas for improvement. Done well, it’s a tool for connection, trust, and growth. Whether you're fostering innovation, creating meaningful relationships, or inspiring improvement, feedback is the thread that weaves all of this together.
In this post, we dive into the foundations of effective feedback, kicking off a three-part series dedicated to this critical leadership skill.
What Is Feedback and Why Does It Matter?
At its core, feedback is about sharing information or responses that guide future actions, improve skills, or enhance outcomes. Unlike coaching, which focuses on self-discovery and forward-looking development, feedback hones in on past actions to reinforce success or inspire change.
Feedback is not a monologue—it’s a two-way dialogue. Leaders often fall into the trap of delivering feedback as a one-way street, but the most effective feedback involves curiosity, active listening, and an openness to diverse perspectives.
Why is feedback so critical? It:
Drives growth and improvement.
Builds trust and stronger relationships.
Encourages innovation and collaboration.
Enhances clarity, reducing misunderstandings and unhelpful assumptions.
The Barriers to Giving and Receiving Feedback
Despite its importance, feedback isn’t always easy to give or receive. Common barriers include:
Lack of time: Leaders often feel they’re too busy to provide thoughtful feedback.
Distractions: Multitasking and interruptions can derail focus.
Uncertainty: Fear of how the feedback will be received.
Cognitive biases: Jumping to conclusions or making assumptions.
Self-doubt: Worrying about how to phrase feedback or handle reactions.
The common thread? Our own minds. Often, it’s our thoughts—fear of conflict, discomfort, or self-doubt—that hinder us the most. Being aware of these barriers is the first step toward overcoming them.
The Five Cornerstones of Effective Feedback
To build your feedback skills, I’ve identified five key areas, or “cornerstones,” to focus on:
Curiosity
Mindset
Cognitive Bias
Active Listening
Communication Preferences
In this post, I’ll highlighted two:
1. Curiosity
Curiosity is a powerful leadership skill. It allows us to push past assumptions and judgments, paving the way for meaningful connection. When giving feedback, it’s essential to approach the conversation with an open mind, ready to ask questions and truly listen to the other person’s perspective.
Feedback is a two-way process, and curiosity keeps the door open for collaboration, trust, and accuracy in action plans.
2. Mindset
Your mindset as a leader influences every feedback conversation. If your thoughts are clouded with negativity or self-doubt—“This is going to be awful,” or “What if I’m wrong?”—it’s likely to impact the outcome. Shifting to a growth-focused mindset, rooted in curiosity and connection, sets the stage for productive and positive exchanges.
Feedback as a Leadership Superpower
Feedback isn’t just a skill; it’s a leadership superpower that fuels engagement, trust, and connection. As humans, we’re wired for relationships, and feedback helps meet our fundamental need to feel seen, valued, and understood.
When done effectively, feedback creates clarity, fills knowledge gaps, and strengthens workplace culture. By leaning into the five cornerstones and addressing the common barriers, you can elevate your feedback from “necessary” to transformational.
Over the next two posts, I’ll explore the remaining cornerstones and offer practical strategies to enhance your feedback skills. In the meantime, I encourage you to reflect on your own feedback habits.
What Do You Think?
What’s one thing you can do today to make your feedback more impactful?
Head over to my Instagram account and send me a DM - - let me know what you come up with!
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