Feedback is a Gift: Creating a Culture of Constructive Dialogue
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The reality is that feedback doesn’t always feel like a gift! Sometimes it’s wrapped in awkward silences, or delivered like a surprise shock to the system…but when it’s done correctly? When it’s honest, respectful, and about genuine growth? That’s when it becomes the most valuable gift a Leader or colleague can give.
Feedback isn’t just about performance reviews or annual appraisals. It’s the heartbeat of high performing teams!
You can’t improve what you can’t see. Feedback shines a light on blind spots, strengths, and untapped potential. It also changes our own perspective. Feedback offers a window into how others see us, and that perspective can help in many ways. The reality is that the more open and honest a team is, the more trust they build. Constructive dialogue isn’t conflict, its about improved connection.A feedback culture doesn’t happen by accident. It takes intention, consistency, and a whole lot of humility. We need to normalise it, making feedback routine in your office or workplace environment. It’s not criticism, its contribution. Leaders need to take the first step…if you’re not receiving feedback, you’re not growing either.
You need to set clear ground rules…feedback must come from a place of respect, not ego, or criticism. Focus on behavious…talk about what someone did, not who they are. Feedback needs to be timely & specific:
People need frameworks to speak clearly and constructively. Use SBI…(Situation…Behaviour…Impact)….consider this scenario.
“In yesterday’s meeting (Situation), you interrupted twice (Behaviour), which made it hard for others to share (Impact).”
Then dont crtiticise but ask “What can we do differently next time?”
“How would that benefit the team”? etc.Because receiving feedback is just as important as giving it, dont be defensive…stay curious, and understand that feedback is a two way street. Feedback should be a dialogue, not a command. Ask questions: “Can you tell me more about that?” or “What difference do you think it might make”?
Always invite upward feedback: Your most valuable insights might come from the quietest voice in the room! Offer people the opportunity! Consider using questions like…”what should we start doing…stop doing…continue doing”?
When people feel confident in giving and receiving feedback, trust goes up. People stop walking on eggshells. Engagement rises, because people feel confident in being seen and heard. Feedback isn’t just what you say…its how you choose to grow together.
When feedback both up and down becomes a trusted part of your culture, performance improves. Feedback needs be at he heartbeat of resilient, innovative, human centered teams. And like any great gift, it’s not about perfection—it’s about presence, intention, and care.
So, give it generously. Receive it openly. Keep the dialogue going.
“The key to learning is feedback. It is nearly impossible to learn anything without it.”
Steven D Levitt
