Feedback Starts with Leadership: A Guide to Leading by Example

Feedback starts with leadership. Creating a culture of continuous feedback means making feedback a natural and regular part of your team's daily communication, and it starts with how you, the manager, talk about and respond to feedback. When feedback is given freely—between managers, employees, and peers—it becomes a tool for growth rather than something to be feared.

Some managers might worry that asking for feedback from their team undermines their authority, fearing that it could make them appear weak or indecisive. However, this concern is based on an outdated model of leadership. Traditional top-down management, where authority flows one way from the manager to the employee, can limit innovation, stifle communication, and create a culture of fear rather than growth.

Effective leadership is about collaboration, trust, and openness. By seeking feedback from your team, you demonstrate humility and a willingness to grow, which actually strengthens your authority. Employees are more likely to respect a manager who is approachable and actively working to improve themselves and the team, rather than one who insists on perfection and control from the top down.

• Builds Trust: Asking for feedback shows that you value your team’s input, which builds mutual respect. This trust creates a more cohesive and motivated team.
• Empowers Employees: When employees feel like their opinions matter, they are more engaged and invested in the success of the organization. This empowerment improves overall team performance.
• Leads by Example: By modeling openness to feedback, you set the tone for the entire team, demonstrating that feedback is about growth, not punishment. This encourages employees to also seek feedback from their peers and you, creating a feedback-rich environment.
• Improves Decision-Making: When managers rely solely on their own perspectives, they may miss valuable insights from those on the front lines. Feedback from employees can help you make more informed decisions, enhancing your leadership and authority.
• Authority Comes From Action, Not Control: Authority isn’t about being above criticism—it’s about how you respond to it. Managers who take action based on feedback, making meaningful improvements, will gain more respect and authority than those who hold tightly to a rigid top-down approach.
• Action Step: Instead of worrying about undermining your authority, reframe feedback as a leadership tool. Use it to guide your growth, build stronger relationships with your team, and ultimately become a more effective manager.

As a manager, you set the tone. Feedback should not be a one-way street where only employees receive critiques. You need to actively ask for feedback from your team to show that feedback is valuable for everyone, regardless of role. Be open, vulnerable, and ready to make improvements based on the feedback you receive.

Give feedback regularly and openly, but also make it clear that you want your team’s input. It may take time for employees to feel enough trust to provide honest feedback, so keep asking. Consider starting with these questions, which are focused on forward-looking behaviors. These are sometimes called feedforward sessions instead of feedback sessions.

• What is one thing I can do better in the next month so support you?
• What do you need from me to continue to excel and grow in your role?

When you ask for feedback, ensure your team feels safe in giving it. Reassure them that their feedback is important and will not lead to negative consequences.

Action Step: Send out a survey or ask for feedback during your next 1:1. When you receive feedback, refrain from becoming defensive. Thank your employees and offer specific actions you'll take to address their concerns. Then, create a calendar reminder to check in regularly with your employees regarding the actions you've taken.

Psychological safety within a team takes time to build, and it starts with you. If employees fear retaliation or negative consequences for providing honest feedback, they’ll shy away from giving it. To normalize feedback, your team must feel confident that their input will lead to growth, not conflict.

If your team culture is strained by gossip or negative behavior, work to rebuild those relationships by modeling the behavior you want and being clear that gossip and negative behavior are problematic. Trust and psychological safety are foundational to receiving candid feedback, especially from your employees.

Emphasize that feedback is about growth and not punishment. You may even promise "amnesty" for any negative feedback an employee provides. The goal is to encourage honesty, even if the feedback may be uncomfortable to hear.

Action Step:  Share your own vulnerabilities. Leaders who share their own challenges and mistakes create an environment where others feel comfortable doing the same. Consider starting a meeting by briefly acknowledging something you're working on based on recent feedback. This can encourage others to provide feedback without fear of judgment.

Creating a feedback-rich environment starts with you. As a manager, it’s your responsibility to normalize feedback by asking for it regularly, responding with openness, and making feedback a daily habit in your team. Over time, this culture shift will lead to a stronger, more resilient team.

• See how continuous feedback strengthens leadership by example
• See the ROI of performance management in action
• Listen to Embracing Vulnerability: A New Leadership Paradigm