Why Feedback Fails (And How to Fix It)

Ever given feedback that sounded totally reasonable… ...and still landed like a brick?

Yeah. Same.

Here’s the problem:

Feedback feels like judgment when it’s delivered without relationship.

Most feedback fails because:

• It’s too late

• It’s too vague

• It’s too focused on you (what you noticed, what you prefer)

• It’s delivered without curiosity

You’re not wrong. You’re just not helpful.

Try this instead:

1. Start with attention.
If you haven’t been noticing people’s effort, don’t be shocked they don’t want your input.

2. Give receipts.
Bad: “You were unclear.”
Better: “In the meeting, you spoke after the VP. She looked confused and asked for clarification twice.”

3. Ask, don’t assume.
Try: “How did that feel to you?”
Or: “What were you hoping would land differently?”

Feedback that works starts with listening.
Then it becomes a conversation. Not a correction.

Leadership isn’t a Yelp review.

Your team doesn’t need your star rating.
They need your attention.
Your context.
Your support before it’s “a problem.”

That’s the feedback loop that actually loops.

And that’s Good Enough Leadership.