Feedback Isn’t a One-Way Street
Why Great Leaders Don’t Just Give Feedback—They Take It
We spend so much time teaching leaders how to give feedback.
How to soften the edges.
How to make it “constructive.”
How to package truth with just the right bow so no one takes it personally.
And sure, giving feedback well is a skill. It takes clarity, empathy, and a good grasp of timing.
But there’s a whole other side we’re not talking about enough:
Receiving feedback.
And if I’m being honest, that might be the harder skill.
Because giving feedback is about communication.
Receiving feedback?
That’s about identity.
It’s about hearing that something you did, said, or missed didn’t land the way you thought it did.
It’s about managing the internal voice that wants to explain, defend, or shut down.
And if you’re a leader? That voice gets louder.
You’re supposed to have the answers.
You’re supposed to “set the tone.”
You’re supposed to be the one who gives feedback, not the one getting it.
But here’s the truth:
💥 If you can’t take feedback, you’re not leading. You’re just dictating.
Three Signs You Need to Level Up Your Feedback Receiving Skills:
You listen to respond—not to understand.
If your brain is prepping your rebuttal while someone’s still talking, you’re not open—you’re on defense.You say “I hear you” but nothing changes.
Acknowledging feedback without action isn’t listening. It’s deflection with a smile.You expect everyone else to grow, but not yourself.
Your team is watching. If you can’t model coachability, don’t expect it from them either.
So what does good feedback receiving actually look like?
✨ Pause. Take a breath before you speak.
✨ Acknowledge. Thank the person for the courage to be honest.
✨ Get curious. Ask questions. Dig in. Understand the impact.
✨ Reflect. You don’t have to agree with every word, but if multiple people are saying it—it’s a pattern.
✨ Take action. Even small shifts matter. And they speak louder than “thanks for the feedback.”
The leaders who thrive in this new world of work?
They’re not the ones with all the answers.
They’re the ones who can sit with discomfort.
Learn in public.
Own their blind spots.
And show their teams what growth really looks like.
Because in a healthy culture, feedback isn’t just a tool.
It’s a two-way street.
And if you’re only driving one direction, you’re going to crash.
Want help building a feedback culture that actually works—for you and your team?
That’s my jam. Let’s talk.
