How To Approach Team Feedback Sessions

Start. Stop. Continue. Sometimes, simple ideas are the best. Several years ago, I read about a feedback framework called Start, Stop, Continue. I have since applied it hundreds of times and it is one of the most effective ways as a manager and leader to keep your ear close to the ground. Here’s how it works. Ask people on your team or across your organization to schedule a 20 minute feedback session. Spend most or all of the time listening. Your question prompt that you give in advance for the session is: What should we start doing that we are not doing? What should we stop doing? What should we continue doing? Start, Stop, Continue works because it provides a simple structure for the giver and receiver. And it gives permission to be candid about what is working and what is not. It is like magic. Some people will come with a long list of topics, while others will come with just one or two. Either way, people feel heard, you will build trust and gain insights into what is most important to people, and get some great ideas. When I was running organizations with hundreds of people, I tried to schedule at least one Start, Stop, Continue every day. I recommend doing it with people on your team at least twice a year and maybe even quarterly. I also encourage the senior executive team to all participate. It helps to the entire team better understand what the rest of the org is thinking. And if you are the CEO or senior executive, pair the Start, Stop, Continue discussion framework with bi-annual skip-level conversations. The combination is like magic. I will help you understand how to coach your team when you better understand what their direct reports are thinking, seeing, and feeling. If you Google “Rockefeller Habits Checklist,” you will see this is #5 on the list. What simple frameworks do you use?

Your brain can't process praise and criticism simultaneously. That's why traditional feedback methods are harmful. But there's ONE discovery that creates growth, not resistance: Direct. Then Connect. Neuroscience shows our brains process praise and criticism through completely different neural pathways. That's why the "feedback sandwich" fails so spectacularly. When we buffer criticism with praise... The brain cannot process these mixed signals effectively. People see through it anyway. Studies show 74% of professionals detect sandwich feedback within seconds. Having directly managed 300+ people and coached over 100 founders on leadership and culture, I’ve seen the real impact of feedback. Here’s what works... Two simple steps: 1. DIRECT: First, get permission and deliver unfiltered feedback. "May I share some observations about your presentation?" Then state exactly what needs improvement. This activates voluntary participation, and increases receptivity greatly. 2. CONNECT: Then, separately reaffirm their value "Your contributions remain vital to our success." The key? Complete separation between these steps. Direct feedback gives a clean signal about what needs to change. Connection maintains psychological safety. They know their status isn't threatened. Getting permission isn’t a minor detail - it’s crucial. It fosters respect and trust before you give tough feedback. Setting the stage for it to land well. The neuroscience behind this is clear: A Gallup study shows regular feedback mechanisms result in 14.9% increase in employee engagement and a 21% increase in profitability. Companies implementing this see remarkable results: • Cisco saw 54% faster resolution of team conflicts • Adobe reported 30% reduction in employee turnover • Pixar found 22% higher willingness to challenge assumptions • Microsoft under Nadella accelerated deployment cycles by 31% The traditional sandwich approach can feel safer, but it creates distrust. Direct Then Connect can feel scarier, but it builds psychological safety. Humans are wired to prioritize belonging above almost everything. When feedback threatens our status, our brains go into protection mode. When feedback becomes clear and non-threatening, learning accelerates. Implementing this approach requires courage. You have to trust your relationship is strong enough to handle direct feedback. But that's the paradox: By being more direct, you actually build stronger relationships. Try it with your team this week. You might feel uncomfortable at first, but watch what happens to your culture. When feedback becomes clear and non-threatening, learning accelerates. And companies that learn faster win. - If you liked this post? Follow us for more insights on conscious leadership and building companies from the inside out. Proud to coach with Inside-Out Leadership: executive coaching by trained coaches who have founded, funded, scaled, & sold their own companies.

Most leaders avoid feedback conversations because they fear what might break. But what if the real risk is what you'll never build? According to Gallup, 80% of employees who receive meaningful feedback on a weekly basis are fully engaged (2019). Yet 37% of leaders admit they're uncomfortable giving feedback to their teams. That silence isn't kindness. It's career sabotage. I discovered this while coaching a brilliant VP who avoided giving feedback for 6 months. His reasoning? "I don't want to hurt anyone's feelings." Meanwhile, his team was stuck in a loop of repeated mistakes, missed growth, and mounting frustration. The quiet cost of silence was crushing their potential. The truth? Feedback delayed is development denied. Here's the T.R.U.S.T.™ Feedback Framework I teach my executive clients: 1/ Time it right → 60% of employees want feedback weekly → But 39% wait over three months to hear anything → Create a rhythm, not just reactions to problems 2/ Real, not rehearsed → "In yesterday's client call, I noticed..." → Specific moments create specific growth → Vague praise and vague criticism both waste time 3/ Understand the person → Different team members need different approaches → Some need direct words, others need gentle questions → Personalize delivery, not just content 4/ Safe to receive → Ask "What support do you need with this?" → Make feedback a conversation, not a verdict → This transforms defensiveness into development 5/ Two-way street → End with "What feedback do you have for me?" → Your willingness to receive transforms your right to give → This builds feedback culture, not just compliance The most powerful leaders build teams where truth flows freely in all directions. Because when feedback feels like genuine care, not criticism, performance soars. What feedback conversation have you been avoiding that could unlock someone's potential? 📌 Save this framework for your next growth conversation ➕ Follow Loren Rosario - Maldonado, PCC for human leadership

Ever received feedback that felt like a slap in the face? 7 tips to make sure your team never feels that way. Feedback can either build you up—or tear you down. Which one have you experienced? I’ve been on both sides. A moment I’ll never forget: Let's call her Sally. A month into her new role, she received an email from a senior leader three levels above her. Except it wasn’t feedback—it was an exhaustive list of everything she’d done wrong after one customer meeting. Several people were copied on the email—including me. I wasn’t even the target, but I felt uneasy just reading it. It felt more like an attack than feedback. It was brutal—like a wrecking ball to her confidence. And this one email impacted Sally for over a year. I realized then that feedback should never leave someone feeling this way. It should empower, not dismantle. That email taught me exactly what NOT to do when giving feedback. Because feedback can be right and kind—not cruel. It should lift people up, not tear them down. In over a decade of leading teams, I’ve learned this: The way you deliver feedback can shape careers—or break them. 7 Tips for Delivering Feedback That Inspires: 1️⃣ Give it in private. No audience is needed, in person or virtually. Privacy is a safe space for real growth. 2️⃣ Start with curiosity. Ask questions. Understand their perspective before offering feedback. 3️⃣ Focus on actions, not the person. Address specific behaviors and their impact. Not their character. 4️⃣ Acknowledge individuality. Avoid comparisons. Everyone has their own journey. 5️⃣ Be specific. Offer clear, actionable feedback. Provide real examples. 6️⃣ Listen fully. Let them share their thoughts. Don't interrupt. 7️⃣ Encourage, then move forward. Don’t hold it against them. Discuss steps to improve, then focus on the future. Great feedback builds trust, respect, and confidence. It’s the key to inspiring growth. If this resonates, share it with your network to help others give kind feedback. And hit 'Follow' for more actionable insights on leadership.