Everyday Leadership: Feedback

We’re entering the second week of the new year — motivation is still high, goals are being refined, and calendars are filling quickly.

It made me pause and ask: how many of our goals are measured by a number? Revenue targets. KPIs. Productivity metrics. Growth percentages. And how many are focused on connection — on cultivating self-awareness, social awareness, and meaning that extends beyond a spreadsheet?

This isn’t an argument against metrics. Numbers matter. Goals matter. Execution matters. But leadership loses its power when we become so focused on outcomes that we forget the humans attached to them.

Our leadership is not defined by the targets but our people. How we show up while pursuing those targets. In daily interactions. In moments of pressure. In the conversations we lean into (or avoid).

Those around you depend on you for direction, clarity, encouragement, and acknowledgment. When someone contributes, improves, or shows up in a meaningful way – do you tell them? Do you reinforce what “good” looks like? Do you celebrate effort as intentionally as you correct missteps?

That’s where everyday leadership lives.

Feedback for Success

Feedback is one of the most powerful — and most misunderstood — leadership tools.

Too often, feedback is associated with correction, discomfort, or performance issues. Feedback is simply information: information about actions, behaviors, or outcomes which is used as a basis for improvement. (Powerful right?)

When feedback is approached with intention, it does far more than address problems. It prevents misunderstandings, reduces friction, builds trust, and creates alignment. The goal isn’t punitive; the goal is clarity creating successful relationships and outcomes.

Effective feedback cultures share a few consistent traits:

• Feedback is timely, aim for within 72 hours (the sooner, the better)

• Communication is specific and behavior-focused, not assumptive or character based.

  • Ensure thank you and gratitude’s are rooted in why’s – “Thank you for staying late to cover. That really helped things run smoothly.”

  • Ensure constructive feedback is supportive and specific – “During the meeting today you were on your phone a lot and it created distraction. Let’s be sure to limit phone use during meetings unless its absolutely necessary.”

• Conversations remain solution-oriented, not blame or problem driven. Ask yourself things like:

  • What is my ideal outcome?

  • What is the gap between current and desired state?

  • What support can you or someone else provide?  

• Leaders stay open-minded and curious, even when dialogue feels uncomfortable

  • Perspective is reality. Intent is unknown.

  • Intent and impact are not always aligned, learn the impact and adopt your approach to align with intent.

    
    

Below I’ve included Feedback for Growth handouts designed for both leaders and team members. These tools break feedback down into something practical, approachable, and repeatable.

They focus on:

• Giving feedback respectfully and clearly

• Receiving feedback without defensiveness

• Using simple structure to keep conversations productive

• Reinforcing that feedback is about actions — not identity

  
  

You’ll find guidance, examples, and reflection prompts that can be used immediately with teams, peers, or even in self-reflection.

Culture Mirrors Leadership

Culture doesn’t live in policies or mission statements. It lives in behaviors leaders model and accept without intervention. How feedback is handled tells people what’s acceptable, what’s encouraged, and what will be ignored. Over time, teams don’t just hear expectations, they absorb them.

Our actions, tone, follow-through, and willingness to engage directly shapes the environment every day. What we reinforce, allow, and tolerate become the norm.

Titled vs. Non-Titled Leaders

Leadership influence exists at every level.

Titled leaders such as managers, directors, and executives hold positional influence by nature of role. Their consistency (or inconsistency) sets expectations quickly and visibly.

Non-titled leaders are just as impactful. These are individuals whose attitudes, reactions, and behaviors influence others regardless of title. They shape morale, momentum, and norms, often quietly and powerfully.

Every team has them. Strong leaders identify these individuals early and are intentional about how their influence is supported, coached, or redirected. When aligned, non-titled leaders amplify culture and accountability. When ignored, they can unintentionally undermine progress.

Influence is not neutral.

January Leadership Challenge

As you move deeper into the year, pause and reflect:

• Who are the non-titled leaders on your team?

• What influence do they currently hold — and what impact is it having?

• How are titled leaders showing up in everyday interactions?

• Where could feedback be clearer, more timely, or more consistent?

If there’s room for improvement, start with conversation. Use feedback as a tool for alignment and collaboration. Encourage others to be part of the solution and ask for ideas when you can.

Below, you’ll find the Feedback for Growth handouts to support these conversations. Whether you’re leading a team, coaching a peer, or reflecting on your own leadership, they’re designed to help you practice feedback in a way that builds trust and momentum.

Everyday leadership isn’t about grand gestures. It’s about consistent, intentional moments that shape culture one conversation at a time.

Resources

• Feedback for Growth — Leadership Handout

• Feedback for Growth — Staff Handout

If you would like to discuss the creation of a communication/feedback development session or series for your team, reach out to me at mbc.emalie@gmail.com