Feedback. If you’ve ever worked on an elearning project you’ve probably been involved in the feedback or review process.
If you deliver a project then you’ll be used to the feedback loop, and it seems that even when you deliver to the specification you’ll always get some element of feedback. You might be the client, waiting in eager anticipation for your project and then you have to work out how to share your comments and feedback.
Ever felt uneasy receiving feedback? Never quite sure what to do? You’re not alone.
Many see it as a hurdle to overcome, but for great leaders, it’s an untapped skill to have in your leaders’ toolbox.
The way leaders handle feedback can make or break their team’s success, and their own growth.
At the Learning Leadership Conference, the power of feedback was front and centre. The message? Feedback isn’t just something you manage; it’s something you ‘seek out, value, and act on.’
But here’s something to consider, it all starts with trust.
As one speaker shared, “Your team won’t be honest with you if they think there’ll be repercussions. Building trust is essential to receiving genuine feedback.”
So, how do you build this trust?
It begins with creating a safe environment where feedback flows freely.
Leaders were urged to stay objective, embrace the good and the bad, and make it clear that honesty is always welcome.
Demonstrating empathy in communication, whether by listening actively or sharing feedback thoughtfully. This is a vital leadership skill identified by 76% of leaders, according to Harvard Business Review.
One panellist shared their own tip: “Don’t be afraid to apologise. If you react poorly to feedback, own it. Let your team know their input matters and encourage them to keep sharing.”
But it’s not just about listening, it’s about turning that feedback into action.
Tools like journaling and after-action reviews can help leaders reflect, spot patterns, and pinpoint where they need to grow.
These simple practices can be really useful, especially if you allow time to reflect. It can provide insights into your leadership style, showing you where you shine and where you can do better.
One standout idea shared at the conference was the “STEW” framework. “Seems, Thinks, Emotions, Want.”
This approach helps leaders frame feedback conversations around observations and impacts, making them constructive rather than confrontational.
When leaders embrace feedback as a growth tool, they have the opportunity to set a powerful example for their teams. By showing they’re willing to listen, reflect, and adapt, they foster a culture of trust and innovation.
Listening to and acting on feedback demonstrates how continuous learning helps you lead effectively in the workplace. In today’s fast-paced workplace, this isn’t just a nice-to-have skill, it’s the secret weapon for long-term success.
What’s your go-to strategy for turning feedback into growth?
Q&A
Why is feedback such a powerful tool?
Feedback builds trust, improves relationships, and sparks innovation. It helps leaders gain new perspectives, and adapt quickly to challenges. When acted upon, it drives personal and team growth, creating a culture of continuous improvement.
Why is feedback essential to effective leadership?
Feedback helps leaders stay connected with their teams, identify areas for improvement, and build trust. It ensures decisions are well-informed and creates an open environment where team members feel heard, boosting morale and performance.
Why is receiving feedback an important tool for personal growth?
Receiving feedback provides leaders with insight into their strengths and areas for development. It’s a mirror that shows what’s working and what’s not, encouraging reflection, adaptability, and continuous improvement.
How does feedback help growth?
Feedback highlights opportunities to improve skills and strategies. By acting on feedback, leaders evolve, foster better relationships, and drive team success. It’s the key to unlocking potential and achieving lasting impact.
