This holiday season, I invite you to consider feedback as one of the most valuable gifts we can offer as leaders.

As the year draws to a close and the holiday season approaches, many of us find ourselves reflecting on the gifts we give and receive. In my role as a coach, I’ve noticed a recurring theme in conversations with clients: the profound impact of feedback—or its absence—on organizational culture.

This holiday season, I invite you to consider feedback as one of the most valuable gifts we can offer as leaders. Like the perfect present, thoughtful feedback has the power to inspire, motivate, and transform. It’s a gift that keeps on giving, fostering growth, strengthening relationships, and building a culture of continuous improvement. Let’s unwrap the gift of feedback together and explore how it can revolutionize our approach to leadership and team development.

In today’s fast-paced business world, feedback is one of the most valuable tools at our disposal. When approached with the right mindset, feedback becomes a powerful gift that can transform individuals, teams, and entire organizations. I learned this lesson through my experience with Stefan, the CEO of a mid-sized tech company.

Initially, Stefan prided himself on his “no-nonsense” approach to leadership, believing his team should inherently know when they were performing well. Constructive feedback was reserved for major issues, leading to high employee turnover and stagnation in innovation. The turning point came when a talented project manager, Sarah, left the company. In her exit interview, she expressed feeling undervalued and uncertain about her contributions due to the lack of feedback from Stefan and her supervisor.

This revelation hit Stefan hard. He realized that his silence had been interpreted as indifference, negatively impacting his team. We began working on transforming his approach to feedback by focusing on its dual nature: positive reinforcement and constructive input.

Positive Feedback: More Than Just Praise

Stefan learned that positive feedback isn’t just praise; it serves several vital functions:

• Reinforces good behaviors and practices
• Boosts morale and motivation
• Helps individuals understand their strengths

Sometimes we just need to hear an example of positive feedback to get inspired. Stefan mentioned to one of his leaders “Sally, I was impressed by your presentation at today’s leadership meeting. The way you connected our quarterly numbers to specific team initiatives showed excellent analytical thinking, and your clear explanations helped everyone understand the impact of their work. That kind of thoughtful analysis really elevates our strategic discussions.”

When we give positive feedback, we’re not just patting someone on the back; we’re shining a light on what they do well. And it is also an opportunity to praise the behavior you want to see more of in the future.

Constructive Feedback: A Path to Growth

Constructive feedback became a tool for growth rather than a critique of flaws. Key aspects include:

• Specific and actionable suggestions
• Focus on behaviors, not personality
• Timely and relevant input

One of Stefan’s most challenging feedback moments came when addressing his top performer, Mike, about his tendency to dominate team meetings. Rather than avoiding the conversation, Stefan approached it this way: “Mike, I value your expertise and enthusiasm in our meetings. I’ve noticed that when you speak first and at length, others tend to stay quiet. I’d like to experiment with having you hold your insights until others have shared their perspectives. This way, we can leverage everyone’s expertise. What are your thoughts on trying this approach?”

This conversation transformed not just Mike’s behavior but the entire team’s dynamic. Meeting participation increased by 60%, and several innovative ideas emerged from previously quiet team members.

Counter-Intuitive Feedback Insights

Research has revealed some surprising truths about feedback that challenge conventional wisdom:

1. The “Feedback Sandwich” (positive-negative-positive) can actually diminish the impact of both praise and criticism. People learn to distrust praise when it’s routinely paired with criticism. This approach can create confusion about the main message and lead recipients to question the sincerity of the positive feedback (Stone & Heen, “Thanks for the Feedback,” 2014).
2. Timing matters more than perfection. Research indicates that immediate or near-immediate feedback is generally more effective than delayed feedback, particularly for task-based learning (Kulik & Kulik, “Timing of Feedback and Verbal Learning,” Review of Educational Research).
3. For more complex topics, leveraging written feedback as a complement to verbal feedback can help provide clarity and reference points for future development (Wiggins, “Seven Keys to Effective Feedback,” Educational Leadership).

Creating a Feedback-Rich Culture

As managers, we have the power to create an environment where feedback is not just accepted but celebrated. Here are some evidence-based approaches:

• Schedule “Feedback Fridays” where team members share one piece of appreciation and one growth opportunity with a colleague
• Implement anonymous feedback channels for sensitive topics
• Create feedback partnerships where peers regularly exchange insights
• Use the “start, stop, continue” framework in regular check-ins

Today, Stefan’s company thrives in a culture of open communication and continuous improvement. Employee engagement scores have increased by 40%, and turnover has dropped to half the industry average. He reflects on his journey, realizing that learning to give and receive feedback was key to unlocking his team’s full potential.

The Bottom Line

Feedback is not just a tool; it’s a gift, an opportunity—to learn, improve, appreciate, and connect. The most successful leaders don’t just give feedback well; they create environments where feedback flows naturally in all directions. By embracing feedback as a gift rather than a burden, we can transform our organizations and empower those around us to reach their full potential.

Remember: The most impactful feedback often comes not from what we say, but from how we make people feel about their ability to grow and contribute.

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