Feedback That Fuels Growth

Building a Culture of Constructive Communication

Are you creating a culture where feedback feels like fuel or like fire?

Scott will be celebrating his birthday driving a Porsche 911 Cabriolet (992.1 Series) Carrera GTS through the winding roads of the Dolomites. Every curve demands attention. Every twist requires feedback, from the road, from the engine, from the car itself. Precision isn’t optional. It is essential.

Now imagine that same drive without any feedback from the vehicle. No speedometer. No warning lights. No response from the steering wheel. Just beautiful scenery and growing danger. That’s what it’s like to lead, or be led, without meaningful feedback.

In work as in life, the best performance happens when we have constant, clear, and constructive feedback loops. Feedback, when done well, doesn’t just help people course-correct, it helps them accelerate. It builds confidence, trust, and alignment. Done poorly, it triggers defensiveness, silence, and stagnation.

Want to go further, faster? Start with feedback. But remember: feedback isn’t a one-time event, it’s a culture you cultivate every day.

Common feedback mistakes

• Making it personal instead of behavioral. Feedback should address actions, not identity. Critiquing character or cause (why someone did something) breeds defensiveness.
• Avoiding tough conversations. Delaying feedback only creates confusion, resentment, and missed growth opportunities.
• Offering vague praise. “You’re doing great” sounds supportive—but without specifics, it leaves people guessing instead of growing. Praise without clarity is like applause in the dark. People hear it, but they don’t know what they did to deserve it.
• Saving it all for performance reviews. Annual feedback is too little, too late. When a manager hoards feedback until year-end reviews, the employee feels ambushed, not developed. Make it a regular practice, not a once-a-year ritual.
• Overloading with too much at once. Dumping all your thoughts in one conversation can overwhelm. Focus on one or two key points for clarity and impact.

What to do instead

• Use a proven framework like SBI (Situation–Behavior–Impact) to ground feedback in facts, not feelings.
• Balance your input, recognize strengths and wins while addressing growth opportunities.
• Make it timely and specific. Don’t let issues (or praise) linger. Strike while it’s relevant.
• Keep it actionable. Feedback should provide a clear next step or change in behavior.
• Be future-focused. Offer “feedforward” suggestions that guide what to do next rather than dwell on what went wrong.
• Model the way. As a leader, ask for feedback often. Show that you value it and grow from it.

Remember to praise in public and correct in private.

Whether you’re navigating winding roads or winding roles, the right feedback at the right time makes all the difference.

ACTION

What one feedback action will you take this week to fuel growth?

When leaders give feedback that fuels growth, they don’t just create high performance, they create high trust. – Donna Brighton