Practice 4:
Use Feedback
as Fuel
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When employees receive more frequent feedback, they’re 2x more likely to work at the highest level of engagement—known as the “Creative Excitement” level. – FranklinCovey Insights
Many leaders are inclined to give feedback only when there’s a problem to fix. But great leaders know that feedback—given and received—is an essential catalyst for learning and growth, for both leaders and teams.
When you frequently give positive feedback to celebrate wins, provide constructive feedback that builds trust, and proactively seek out feedback yourself, you’ll create an acceleration engine for team development and performance.
Fuel your team with a feedback formula.
High-quality feedback isn’t about giving a “compliment sandwich” that softens the message, nor is it about “naming and shaming” in a public forum. Both extremes erode trust, create confusion, and slam the brakes on productivity and performance.
Whether you’re giving positive feedback, sharing constructive feedback, or seeking feedback for yourself, use the “What + So What + Now What” formula to effectively declare your intent, illustrate or discover impact, and identify next steps.
One of the greatest gifts you can give another human being is constructive feedback on a blind spot they never knew they had. It’s a great disservice not to say what needs to be said because it isn’t comfortable. Care enough to give honest, accurate feedback.”
Ensure your team feels motivated to contribute their best efforts by helping them understand how their role and goals connect to a compelling, meaningful purpose.
Tap into your people’s potential by asking, listening, and guiding them to become independent thinkers and problem-solvers by building capability, trust, and ownership.
Leverage everyone’s strengths, bridge gaps, assign stretch work, and establish accountability to help team members build autonomy and essential skills for success.
Create a powerful learning engine with a proven feedback framework that helps leaders and teams accelerate performance together.
Become a self-renewal role model for your team by eliminating common energy drainers and embodying revitalizing behaviors for long-term effectiveness.
Using what you’ve learned, hold high-value 1-on-1s consistently with each team member to strengthen relationships and drive clarity, commitment, and sustained results.
Leadership Success Stories
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