EP152: Are You Ready to Give Feedback? The Brené Brown Checklist
READINESS IS KEY
Check-in with yourself before engaging in feedback conversations.
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!)
Feedback is a cornerstone of growth—both for leaders and their teams. It’s essential for clarity, progress, and development. Yet, for many leaders, giving feedback is one of the most challenging aspects of their role. Whether it’s finding the right balance between honesty and empathy, overcoming fears of conflict, or addressing the time it takes to prepare, feedback often feels daunting.
In my podcast series on feedback, I’ve explored practical strategies and the five cornerstones of effective feedback: curiosity, mindset, cognitive bias, active listening, and communication preferences. But even with a toolkit of strategies, there’s a vital question to ask before any feedback conversation:
Are you ready to give feedback?
Why Readiness Matters
Effective feedback requires more than carefully chosen words or a polished delivery. If you’re not mentally and emotionally prepared, your feedback may lack the impact and intent needed to drive positive change. When leaders give feedback without readiness, it can feel like venting frustration or highlighting faults, rather than fostering growth.
When done right, feedback can:
Encourage open dialogue.
Strengthen relationships.
Lead to meaningful growth and progress.
But to achieve these outcomes, readiness is non-negotiable.
Understanding the Challenges of Feedback
Leaders often face barriers that prevent them from giving feedback effectively. These might include:
Time constraints: Thoughtful feedback takes time, but the payoff is worth it.
Lack of confidence: Many leaders question their ability to provide clear, constructive feedback.
Fear of the recipient’s reaction: Concerns about defensiveness, anger, or tears can create hesitation.
Potential impact on relationships: Particularly in close-knit teams, there’s a worry about damaging rapport.
Vulnerability: Sharing feedback requires courage, especially when it includes difficult truths about your own leadership.
Recognizing and addressing these challenges is the first step toward readiness.
Brene Brown’s Insights on Feedback
Brene Brown’s research has been a guiding light for many leaders, including myself. Her book Dare to Lead reframes leadership as the courage to recognize potential in others and help develop it. Vulnerability, she argues, is not a weakness—it’s a strength.
In feedback conversations, vulnerability allows leaders to show courage, openness, and empathy. It’s about fostering collaboration, not conflict. Brown’s Engaged Feedback Checklist is a practical tool to ensure readiness, promoting accountability while honoring humanity.
The Feedback Readiness Checklist
#1: I know I'm ready to give feedback when I'm ready to sit next to you rather than across from you.
#2: I know I'm ready to give feedback when I'm willing to put the problem in front of us, rather than between us or sliding it toward you.
#3: I know I'm ready to give feedback when I'm ready to listen, ask questions and accept that I may not fully understand the issue.
#4: I know I'm ready to give feedback when I'm ready to acknowledge what you do well, instead of just picking apart your mistakes.
#5: I know I'm ready to get feedback when I recognize your strengths and how you can use them to address your challenges.
#6: I know I'm ready to give feedback when I can hold you accountable without shaming or blaming.
#7: I know I'm ready to give feedback when I'm open to owning my part.
#8: I know I'm ready to give feedback when I can genuinely thank someone for their efforts, rather than just criticizing them for their failings.
#9: I know I'm ready to give feedback when I can talk about how resolving these challenges will lead to growth and opportunity.
#10: I know I'm ready to give feedback when I can model the vulnerability and openness that I expect to see from you.
#11: I know I'm ready to give feedback when I am aware of power dynamics, implicit bias and stereotypes.
When you approach feedback with readiness, you create a foundation of respect and trust that leads to meaningful dialogue.
Take the Time to Prepare
Before your next feedback conversation, pause and reflect. Use the readiness checklist to prepare mentally and emotionally. Doing so ensures your feedback is clear, constructive, and impactful.
And remember, feedback isn’t just about giving—it’s also about receiving. When leaders model openness to feedback themselves, they foster a culture of continuous learning and growth.
What Do You Think?
How do you make sure you are ready to give feedback?
Head over to my Instagram account and send me a DM - - let me know what you come up with!
Links
Engaged Feedback Checklist (Brené Brown)
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