Mastering Feedback Conversations for Leaders

A common mistake many leaders make is avoiding feedback altogether. Often, this stems from the fear of upsetting others or being disliked. Leisa, who is also a facilitator and leadership development consultant, shared some great tips on how to navigate feedback conversations with confidence and clarity. 

Feedback is one of the most powerful tools a leader can use, but it's a tool that requires practice and refinement. If you're aiming to enhance your feedback skills, this conversation with Leisa Molloy is definitely worth a read.

The Three Types of Feedback 

Feedback is essential for growth, team success, and organisational health. There are three main types of feedback: appreciative, constructive, and evaluative, each serving a unique purpose.

Appreciative Feedback

Appreciative Feedback focuses on recognising and celebrating what someone has done well. Take a moment to think: How often do you appreciate your team members for their efforts? What changes can you make to incorporate more specific praise? Recognise both visible achievements and intrinsic qualities, such as commitment and loyalty, that contribute to the team’s success.

Constructive Feedback

Constructive Feedback helps individuals improve by pointing out areas for growth and offering guidance on how to succeed. The key message is “Here’s where you can improve and how you can do your best work.” This feedback is crucial in fast-paced environments where adaptability is key to success.

Evaluative Feedback

Evaluative Feedback assesses performance against role expectations or organisational standards, often during performance reviews or promotion discussions. It helps individuals understand where they stand. If people aren’t clear on their performance, they may struggle to focus on constructive feedback, making evaluative clarity essential for effective coaching.

Building a Feedback Culture

Leaders have a key role in creating a feedback-friendly environment by modeling vulnerability and openness. When leaders set the tone, it encourages others to embrace feedback and see it as a valuable tool for improvement.

One of the biggest mistakes leaders make is avoiding feedback altogether. Many shy away from giving constructive criticism because they fear upsetting others or being disliked. However, feedback is crucial for growth, and avoiding it only holds back progress.

It’s also important to recognise that our brains naturally seek certainty, which can make feedback feel uncomfortable. Acknowledging this discomfort helps people process feedback more effectively and take action on it positively.

The Value of Clear, Specific Feedback 

Feedback is essential for growth, and it reflects both the past (what’s been observed) and the future (what needs to change). However, vague feedback like “be more strategic” can leave people unsure of what actions to take. Our brains tend to fill in gaps, often imagining worst-case scenarios when feedback isn’t clear. That’s why it’s important to ensure feedback is specific, clear, and intentional.

Start by defining your purpose—whether offering praise or constructive criticism, the goal is always to help the person improve and feel valued. 

Keep in mind that both the giver and receiver of feedback may have different perspectives. For example, leaders often have access to broader strategic insights that others don’t, and understanding this context helps bridge the gap between intent and impact.

It’s also important for leaders to learn how to receive feedback properly—staying curious and open is key. Rather than jumping to conclusions, try to ask clarifying questions, focus on specifics, and paraphrase for understanding.

Handling Difficult Conversations

Effective conversations are at the heart of how work gets done. Leaders need to plan for situations where emotions might run high and be ready to pause or revisit discussions later if needed. Knowing when to de-escalate and how to postpone a conversation strategically can lead to better outcomes and smoother resolutions.

One of the biggest fears in feedback conversations is handling emotional responses—whether it’s anger, tears, or pushback. Here are a few essential skills and strategies that leaders can use to navigate these situations:

Listening and Empathy

The leader’s role in emotionally charged moments isn’t to fix the problem but to create a space where emotions are acknowledged. Validating that emotional reactions are normal and human can go a long way. This shows respect for their agency and avoids the perception that the leader is withdrawing because they can’t handle the emotions.

Transitioning to Action

While feedback shares information about performance, coaching is about helping the individual find next steps. Depending on the situation, a leader might shift into coaching mode to collaboratively explore solutions. End the conversation by planning actionable steps. Ask open-ended questions like:

• “What are your takeaways from this discussion?”

• “What support do you need?”

• “What concerns or questions do you still have?”

Following-Through

Leaders should avoid the trap of thinking the conversation is over once feedback is delivered. Scheduling follow-up meetings ensures continuity, reinforces the value of the discussion, and offers ongoing support.

The Role of Leadership in Creating a Feedback Culture

As a leader, you play a pivotal role in creating a culture that encourages open communication within your teams. In a healthy feedback culture, individuals feel empowered to raise concerns, address challenges, and discuss potential risks or personal mistakes.

Feedback can be impactful in many ways—sometimes it can be a major revelation, and other times it may be a minor adjustment.  Research shows that psychological safety is a foundation for both feedback and performance. High-performing teams rely on psychological safety, dependability, and the ability to leverage each person’s strengths. 

Here are some ways important points to remember about giving feedback as a leader:

• Timing is crucial when giving feedback. Delaying feedback makes it harder for the recipient to connect it to the situation, reducing its effectiveness. 

• Feedback should also be delivered in a private, supportive setting to help the person feel safe enough to reflect and engage in the conversation.

• Build an emotional vocabulary and help individuals understand the emotional impact of their actions, leading to better self-awareness and stronger relationships.

• Address hearsay by encouraging direct communication between team members to address issues rather than hearing about them secondhand.

The Power of Feedback Conversations in Leadership

In leadership, the ability to give and receive feedback is what sets great leaders apart. As they say, "Feedback is the breakfast of champions," and it's essential for any leader aiming for growth. To be an effective leader, you need to master both delivering and receiving feedback constructively.

One of the best ways to practice your feedback skills is through role-playing tough conversations. It’s uncomfortable, but it helps you get used to the emotions involved and gives you the chance to reflect and adjust in real time. Leisa covers this and so much more in the podcast. 

Want to learn how to handle feedback with confidence? Tune in to the full episode for more expert advice from Leisa Molloy: Mastering Feedback Conversations for Leaders

What’s the toughest feedback conversation you’ve had as a leader? Share your thoughts below or on YouTube.