Why Receiving Feedback Is a Make-or-Break Leadership Skill
Let’s be honest—feedback isn’t always easy to hear.
Even when we ask for it, even when it’s well-intentioned, and even when it’s spot-on… it can still trigger defensiveness, doubt, or the familiar stomach-drop of “what did I mess up?”
In Episode 8 of Leadership Explored, we dive into the often-overlooked side of feedback: how to receive it well.
Giving feedback gets a lot of airtime in leadership development circles. But the truth is, receiving it—really receiving it—is just as important. Maybe more.
This episode is all about what happens in that crucial moment after someone says, “Can I give you some feedback?”
We explore:
– Why feedback stings, even when it’s helpful
– The three common triggers that make feedback hard to hear (truth, relationship, identity)
– How to shift your mindset from reactivity to curiosity
– A practical, step-by-step process for receiving feedback without spiraling
– How to build your “feedback muscle” over time
– Why the best leaders don’t just receive feedback—they follow up on it
💬 A few favorite quotes from the episode:
“The moment you feel defensive, that’s your signal to switch into curiosity instead of shutting down.”
“Feedback doesn’t have to feel like an attack. It’s an opportunity to listen, to grow, and sometimes even to change someone’s mind.”
“The people who grow fastest aren’t the ones who get the least feedback. They’re the ones who process it, use it, and move forward.”
🎧 Listen now
Episode 8 – Receiving Feedback: How to Grow from Criticism
Available now on leadershipexploredpod.com or wherever you get your podcasts.
Want to go deeper?
Ask yourself:
→ What’s one piece of feedback you’ve avoided or ignored?
→ What might shift if you looked for the “10% truth” in it?
Thanks for exploring leadership with us.
If this episode resonated with you, we’d love it if you shared it with a colleague, friend, or team member who’s also working to lead with more courage and clarity.
And if you’ve got a story about feedback—good, bad, or messy—we’d love to hear it. Reply to this post or email us at leadershipexplored@gmail.com.
Until next time,
– The Leadership Explored Team