How to Make Feedback a Regular Part of Consulting

🔄 Make feedback a two-way street: allow yourself and your team to grow personally and professionally. ⚖️ Feedback should never be one-sided. 📵 I remember working with a leader who claimed to “embrace two-way feedback.” However, he never took the time to understand or create actionable follow-ups. He was more concerned with his position and providing one-way feedback. He was distracted on his phone, making it visible to everyone that he didn’t care. 🛑 If, as a leader, you are only fostering one-sided feedback, you’ll never know what’s truly holding your team back. 💡 Here’s how to make it happen: - Lead by example. Be open to receiving feedback from your team. In fact, proactively ask for it. - Listen to understand. Don’t just let people vent. Ask questions to understand the feedback better. - Make it a routine. Include it in your casual conversations, formal one-on-one meetings, or even team meetings. Make it feel second nature. - Provide actionable feedback. Instead of vague or general comments, focus on specific issues and offer clear, actionable suggestions for improvement. The more actionable the feedback, the more likely it is to lead to meaningful changes and growth. - Embrace personal growth. Feedback isn’t just about work. It’s also about developing personally and professionally. Ensure your feedback addresses both, helping your team build skills beyond day-to-day tasks. 🌱 I am a life-long learner. I would love to hear about other ways to achieve this #leadership #feedback #team #cto

Regular feedback stops minor issues from snowballing into avalanches. One or two degrees off course might seem small at first, but over time? It’s a problem. That’s why creating space for frequent feedback is essential in leadership. As I've matured as a leader, I’ve learned that the best way to avoid future roadblocks is by making feedback a regular part of how my managers and I operate as a team. I’m always intentional about creating space for constructive feedback from my managers. I want them to feel comfortable offering honest input so we can course-correct early and avoid small issues turning into bigger ones. I make a habit of setting up consistent check-ins where I’m able to ask my managers direct questions like: 🔎 Where should I focus in the coming year? 🔙 Are there areas where I should step back? ⌚ Am I spending my time in ways that deliver the results we need? It’s those kinds of questions that open up space for honest conversations. And honest conversations are the key to helping us all improve. When you make feedback a consistent practice, you can pivot quickly before things go off course. And by keeping the conversation open, you set both yourself and your team up for success. The clearer your sense of direction, the sooner you and your team can start making progress. #LeadershipDevelopment #ConstructiveFeedback #TeamSuccess

96% of employees value regular feedback. Yet only 30% receive it consistently. In leading teams and coaching managers, I see this trip leaders up all the time. Most feedback fails. Because: • It comes too late • It’s too vague • It feels like an attack If you want better team feedback, make it a system, not an event. Here’s how: 1. Use the SBI Framework – Situation → Behavior → Impact keeps feedback clear and grounded. 2. The 48-Hour Rule – Timely feedback feels more caring and lands better. 3. Power Questions for Your 1:1s – Ask things like “What could I have done better today?” to build trust. 4. Make Feedback Normal – Build it into team rituals like retros and pulse checks. 5. Lead by Example – Share your own feedback and growth moments first. 6. Avoid These Feedback Traps – Don’t be vague, only negative, or skip follow-up. Consistent feedback builds trust. And trust builds high-performing teams. 💾 Save this guide for your next 1:1. ♻️ Reshare to help others give better feedback. ➕ Follow me, Melody Olson, for Leadership & Career Insights.