Developing A Feedback Loop In Project Communication

A founder I work with recently told me something that hit hard: "I feel like I'm either micromanaging... or completely in the dark." We dug into how she was delegating projects to her team. The handoffs weren’t the problem, it was the follow-through. She’d assign a task, wait, and then wonder: Are they working on it? Are we on track? Do they need support? Her only feedback loop was silence… until something went wrong. So I showed her a system I often share with clients; one that replaces chasing updates with predictable communication. Here’s the core of it: ↳ Start by clearly explaining the update process. ↳ Ask for weekly updates; nothing fancy, just a consistent rhythm. ↳ When you get the update, respond with a quick thank-you and real feedback. That’s it. Simple. Repeatable. And most importantly, proactive. She implemented it that week and within days: ✅ Her team was updating her without being asked. ✅ No tension. No guesswork. Just momentum. If you’ve ever felt like you’re managing in the dark, maybe it’s not your team... Maybe it’s the system behind how you communicate. Want the framework I shared with her? Drop a “SYSTEM” in the comments, and I’ll send it your way. This is exactly what I help small business owners do; build simple, repeatable communication systems so you don’t have to micromanage or operate in the dark. #systems #leadership #business #strategy #ProcessImprovement 

The #1 Communication Mistake Leaders Make (And How to Fix It in 10 Minutes a Week) Here’s the hard truth I learned the messy way: Years ago, I was leading a cross-functional project with 14 people spread across 3 departments. I made sure everyone had access to the updates, timelines, and dashboards. I thought I was doing my job, keeping everyone informed. But midway through the project, frustration started creeping in. One person said, “I just feel like we’re always the last to know.” That hit me. I realized: There’s a massive difference between keeping people informed and keeping them satisfied. Being informed is passive. Being satisfied means they feel heard, valued, and connected to the why behind the work. If you’re a project manager, team leader, or department head managing people or processes, this next part is for you: Here’s the simple, repeatable system I use now: The 3-Point Satisfaction Loop (Takes <10 minutes/week): 1. Confirm – Ask: “What’s most important for you to know this week?” 2. Connect – Share the update AND how it impacts their priorities. 3. Close the Loop – Ask: “Did this answer your question or give you what you needed?” You’re not just broadcasting information, you’re creating alignment. Why This Works: • It increases team trust by 48% (Harvard Business Review). • It reduces rework and confusion by over 30% (PMI). • It boosts engagement scores by up to 23% when people feel seen. What This Solves: • Unnecessary emails • Decision paralysis • “Nobody told me” breakdowns You Might Be in the Wrong Spot If… • You’re looking for top-down leadership hacks without human connection • You only want faster outputs without better outcomes But if you’re someone who believes clarity drives confidence, this works. Try this for 2 weeks. Let people know what you’re doing. See the difference. If this hit home, drop a 🔁 and share one small way you keep your team aligned. #LeadershipDevelopment #ProjectManagementTips #CommunicationSkills

Feedback is a loop, but we often keep it open-ended. Closing the loop is more than a simple "thank you for giving me the feedback." That's merely a dead end. Feedback isn't an event, it should be an ongoing partnership for growth. How do you make that happen? By applying feedback and following up with this three step process: Step 1: Change the way you ask for feedback. Instead of simply asking "what feedback do you have," get more specific in what you're asking for up front, so you can focus the other person's attention to what you need (e.g. I'd really like your feedback on the overall flow of that presentation and what made it easy or difficult to absorb). Then look for the one thing you can take and apply. This approach makes it easier to get valuable, actionable feedback, even if there are elements you disagree with. Step 2: Proactively set a date to action on the feedback and even follow up. When can you implement a first step? How will you re-connect to provide an update? Discuss that plan with the other person. Step 3: When that date hits, share the following: "Because of your feedback, I did x, and this is what I've observed as a result. What have you noticed?" We leave conversations unfinished and open-ended every single day, like strands of string dangling everywhere. It's time to start creating loops - professionally and personally. #ignitedbyjordana #feedback #leadership #communication #closetheloop