Giving and Receiving Effective Feedback

In a leadership role, effective feedback is not optional—it is a critical lever for performance, engagement, and culture. Teams thrive when leaders communicate expectations clearly, recognise strengths deliberately, and address performance gaps early. Yet even experienced leaders can hesitate to give feedback or struggle to receive it openly.

Mastering the ability to both give and receive feedback is one of the most impactful leadership skills. It builds trust, accelerates capability, and signals to your team that growth is valued. Below is a leader-centred view of what effective feedback looks like and the essential skills needed to create a feedback-rich environment.

Why Feedback Matters in Leadership

For leaders, feedback is about far more than correcting performance. It is a strategic tool that:

• Reinforces organisational values and behaviours
• Aligns individual performance with broader goals
• Reduces ambiguity and prevents small issues from becoming big ones
• Creates psychological safety by normalising open dialogue
• Drives continuous learning and innovation

Leaders who model constructive feedback set the tone for the entire culture.

How Leaders Give Effective Feedback

1. Set Clear Expectations Before You Give Feedback

The most effective feedback builds on expectations that were already understood.
If expectations weren’t clear upfront, feedback risks feeling subjective.

2. Be Direct, Specific, and Anchored in Impact

Leaders must avoid vague or overly soft feedback that confuses rather than clarifies. Instead, state:

• The behaviour
• The context
• The impact on people, results, or culture

3. Deliver Feedback With Empathy and Respect

People don’t follow leaders who criticise—they follow leaders who care.
Balancing candour with compassion ensures the message is heard and creates psychological safety.

4. Separate the Person From the Behaviour

Address actions, patterns, or decisions—not personality or character.
This keeps the conversation fair and performance-focused.

5. Provide Actionable Guidance and Support

Leadership feedback is not simply pointing out issues – it involves enabling improvement through:

• Coaching
• Resources
• Opportunities to practise
• Check-ins and follow-up

6. Follow Up and Reinforce Progress

One-off feedback conversations don’t drive behavioural change. Leaders must follow up, acknowledge progress, and re-align where needed.

How Leaders Receive Feedback Effectively

Great leaders don’t only give feedback—they actively seek it out. Receiving feedback well is one of the strongest signals of humility, maturity, and psychological safety.

1. Model Openness and Curiosity

When leaders respond defensively, the whole team learns to stay quiet. When leaders listen with interest, they signal that feedback is welcome. They demonstrate a growth mindset.

2. Regulate Emotional Reactions

Feedback can trigger ego, pride, or fear, especially when it comes from your own team. Leaders must manage these emotions to stay present and objective.

3. Ask for Specifics

Encourage your team to share examples, impacts, and suggestions so the feedback becomes actionable.

4. Avoid Justifying or Explaining Too Quickly

Leaders often feel compelled to provide context or defend decisions. But early explanation shuts down psychological safety. Demonstrate active listening so you can take the feedback on board.

5. Thank the Person and Close the Loop

Showing appreciation reinforces courage and builds trust. Closing the loop later – “Here’s what I changed based on your feedback” strengthens credibility.

The Critical Leadership Skills Behind Effective Feedback

1. Emotional Intelligence

Understanding how your words and behaviours affect people, and reading how they respond.

2. Strategic Communication

Communicating expectations, intent, and impact clearly and consistently.

3. Coaching Capability

Guiding people toward solutions instead of dictating them.

4. Psychological Safety Leadership

Creating an environment where open conversations are normal and safe.

5. Self-Awareness

Recognising your strengths, triggers, blind spots, and leadership patterns.

6. Accountability

Following through on actions, commitments, and conversations.

Leadership Tip Of the Month

Leadership is deeply relational, and feedback is at the heart of those relationships. When leaders give feedback with clarity, confidence, and empathy, and receive feedback with humility and openness, they create a high-trust environment where performance grows naturally. More importantly, they role-model the behaviours that shape a culture of continuous improvement.

Leaders who master this skill don’t just correct behaviour—they elevate capability, strengthen connection, and empower their teams to thrive.