One of the first questions we ask a new coachee is simple: What constructive feedback have you received recently?
When the answer is “none,” that, in itself, is feedback. A lack of input often signals a leadership gap. Getting others to share feedback with you isn’t passive—it’s an active leadership skill.
Like any other skill, learning to embrace feedback takes intention and practice. It requires more than just asking for it—it calls for curiosity, courage, and a willingness to be changed by what you hear. Think of it as a three-part practice, each piece building on the other:
- Framing the ask – inviting feedback in a way that makes others feel comfortable and clear about what to share.
- Listening with openness – receiving input without defensiveness so the message isn’t lost.
- Responding with intention – demonstrating that you value the input and are willing to act on it.
Miss one step, and the flow breaks. Ask poorly and you won’t get useful feedback. Receive it poorly and the quality drops. Fail to respond, and people stop offering it altogether.
Leaders who treat feedback as an essential skill—something to actively cultivate—are the ones who keep learning, adapting, and earning the trust of their teams.
Start by asking one person you trust for feedback this week and notice what shifts in your leadership. Small steps compound into real growth.
If you’d like a thought partner as you practice, reach out—we’d love to collaborate with you as you continue igniting exceptional performance.
