Let’s be honest – asking for feedback can feel really awkward. Like you’re opening yourself up to criticism or scrutiny…..and maybe not being certain about what you might hear. But here’s the truth: feedback, when asked for and embraced, is one of the most empowering and bold moves you can make. It is a great tool to have in your Leadership Intelligence tool kit.
Why? Because it puts you in the driver’s seat. You’re not waiting around to be told how you’re going. You’re actively seeking out insights that can and will help you grow. That’s leadership in action.
When you ask for feedback, you build self-awareness – what you’re doing well, what could use some tweaking, and how others experience working with you. That insight and clarity? It’s pure gold.
However, it’s not just about you. Feedback has the ability to strengthen relationships. It demonstrates to your colleagues, team, and clients that you value their perspective. When you ask for feedback you are actively inviting collaboration, seeking to build and deepen trust levels, and looking to take communication to a whole new level. Really importantly, you become someone people feel safe around – open, humble, authentic.
Feedback also fuels performance. The smallest piece of feedback – when taken on board and acted on – can unlock a better way of working, leading, or showing up. You’ll make faster progress, avoid blind spots, and feel more confident in your decisions – because you have clarity.
And here’s the kicker – feedback builds autonomy. When you regularly ask for feedback, you stop relying on annual performance reviews or chance comments. You take charge. You steer your own development. You level up faster. You feel more engaged. More in control. More motivated. And that shows up in every single thing you do and every decision you make.
An additional awesome benefit is this: when you role model asking for feedback, it encourages others to do the same. That’s how cultures of growth are built – one brave question, one bold move at a time.
So next time you finish a project, lead a meeting, or try something new, ask members of your team, management and your peers for their feedback on your performance with:
“Hey, what’s one thing I did well – and one thing I could do even better?”
Simple. Powerful. Empowering.
If this resonated, and you’re ready to make feedback a regular, confidence-building habit – let’s connect. I’d love to support you and your team.