Most leaders say they want feedback.

But if we’re honest, few make it feel safe to give. Even fewer go out of their way to invite it.

I've certainly struggled to receive feedback at times. I've felt judged, misunderstood, under appreciated, and even defensive. In some cases, I shut down rather than lean in.

Those reactions make it hard to learn from the insight others have to offer. Feedback isn't always easy to hear. But it's even harder to grow without it.

We all have blind spots, and it takes humility to admit we don't have it all figured out and can benefit greatly from the wisdom and experience of those around us.

If we don't make it safe for others to speak up, we're far less likely to receive the feedback we need and far more likely to stay stuck.

If you're not sure how to do that, start here:

1. Own your misses. Start by naming where you could have led better. When you go first in acknowledging a shortcoming, it shows your team that honesty won't backfire and that you're serious about growing.

2. Ask better questions. Don't just ask, "Is there any feedback?" Try asking, “What’s hard to say that I still need to hear?” The quality of your questions shapes the quality of what others feel free to share.

3. Show that it matters. Feedback with no follow-up erodes trust. Show your team their input has weight by acting on it. Even small steps signal that their voice makes a difference.

4. Reward the risk. It takes courage to speak up, especially when it’s upward. Thank people for their honesty. Recognize the risk they took. That alone reinforces the behavior you want to see more of.

Your team sees things you don't. The question is whether they believe it's safe to tell you.

Lead the way.

What’s one step you can take this week to invite real feedback?

Rooting for you,

Paul
Certified Executive Coach
​pauldicicco.com​