Why Most Feedback Fails — and How to Do It Better
If giving feedback feels uncomfortable, awkward, or even pointless... you're not alone.
In today's workplaces, feedback often shows up too late, comes across too vague, or gets so sugarcoated it loses all meaning. And when feedback fails, it doesn't just hurt individual performance—it erodes trust, weakens culture, and stalls growth.
Episode 7 of Leadership Explored is live today.
🎙️ Feedback Part 1 – Giving Feedback: How to Do It Right is our deep dive into one of the trickiest (and most crucial) leadership skills.
We break down why so many leaders struggle with giving effective feedback—and what you can do differently starting today.
Here’s what you’ll learn in this episode:
Why feedback must be timely, specific, and future-focused to make a real difference
How to spot the difference between real feedback and empty commentary
A simple 4-step model for giving feedback without awkwardness or resentment
Why normalizing feedback in your culture matters more than getting the words perfect
How balancing coaching and teaching styles makes your feedback stronger
And why leaders who avoid tough conversations are doing more harm than good
Quote from the episode:
“Feedback isn’t about pointing out what happened. It’s about helping someone improve going forward.” – Ed Schaefer
If you're serious about leadership, feedback isn't optional—it’s foundational.
It’s not just for performance reviews. It's how we build better teams, stronger cultures, and more resilient organizations.
🎧 Listen to Episode 7 now: www.leadershipexploredpod.com
P.S.
This is Part 1 of a two-part series. Next episode, we’ll tackle something even harder: how to receive feedback—the good, the bad, and the truly frustrating.
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