- This topic has 4 replies, 5 voices, and was last updated 2 weeks, 5 days ago by Rabecca Chika Chikange.
Early in my career, feedback felt like a verdict rather than a conversation. I remember leaving a meeting replaying every word in my head, wondering what I had done wrong instead of what I could do better. That experience taught me how easily feedback can be misheard when trust is missing.
Over time, I’ve learnt to approach feedback differently. I invest in relationships first, because honesty lands better when people feel safe. In my teams, we sometimes use anonymous feedback exercises during strategy sessions. Reading both the good and the uncomfortable without knowing the source helps shift the focus from who said it to what can I learn. During performance check-ins, I also invite feedback about my leadership, creating space for openness on both sides. I’ve learnt that timing, tone, and emotional awareness matter as much as the message itself.
How have your experiences with feedback shaped the way you lead today?
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Early in my career, feedback felt like a verdict rather than a conversation. I remember leaving a meeting replaying every word in my head, wondering what I had done wrong instead of what I could do better. That experience taught me how easily feedback can be misheard when trust is missing.
Over time, I’ve learnt to approach feedback differently. I invest in relationships first, because honesty lands better when people feel safe. In my teams, we sometimes use anonymous feedback exercises during strategy sessions. Reading both the good and the uncomfortable without knowing the source helps shift the focus from who said it to what can I learn. During performance check-ins, I also invite feedback about my leadership, creating space for openness on both sides. I’ve learnt that timing, tone, and emotional awareness matter as much as the message itself.
How have your experiences with feedback shaped the way you lead today?
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Oh my! This could only have been learned through experience. “feedback is not a verdict!” These strategies you’ve shared are so helpful. I have also learnt to invest in relationships because feedback has a better chance at being received better when people feel safe. I’m also learning that feedback doesn’t mean I am disadvantaged or lesser than, rather, it means I have done some work and can be improved on.
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I still find myself struggling with feedback – especially if it’s written. It feels set in stone and often a judgement, every time I’ve reflected on why that’s the case I’ve gone back to think of manager employee relationships that haven’t felt safe. I think it’s important for those in leadership to normalise the process of giving and receiving feedback, create a positive environment that nurtures and encourages feedback.
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Totally agree.
I have mostly witnessed that feedback goes haywire if there is a lack of communication based on transparency and trust. Building that trust is primarily the essence of true leadership. Nevertheless, at times, due to lack of self-reflection, the recipient often takes the feedback negative despite the effort of the leader to build the trust. Mentoring works here usually, exceptions are always there though 🙂
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