How the Feedback Loop model helps leaders move from reaction to reflection
For most leaders, receiving feedback can feel uncomfortable. Our instinct is to defend, explain, or justify. Yet feedback, when approached with openness, can be one of the most powerful tools for self-awareness and growth. The Ears of a Leader practice challenges us to listen beyond the words, applying the Receiving Feedback Loop to turn feedback into meaningful action rather than emotional reaction.
The first step in the Feedback Loop is being in the right frame of mind to receive feedback. When we’re defensive, distracted, or emotionally reactive, we simply can’t process input constructively. Great leaders pause before feedback conversations to center themselves, taking a breath, quieting inner dialogue, and setting an intention to listen with curiosity rather than judgment.
(more…)Why understanding others’ emotions makes feedback more effective, lasting, and human.
Feedback is one of the most powerful leadership tools, and one of the most misunderstood. Too often, leaders focus on delivering feedback efficiently rather than effectively. But great feedback isn’t just about what you say, it’s about how you connect. Empathy is the bridge that turns feedback from a critique into a conversation, from correction into growth.
Empathy allows leaders to see feedback through the receiver’s eyes. It’s the ability to understand how your words will land before you speak them. Research from the Center for Creative Leadership shows that leaders who demonstrate empathy are consistently rated as higher performers by their teams and superiors. When feedback is delivered with understanding and respect, people don’t shut down, they lean in.
(more…)How leaders shape trust and innovation by recognizing when openness is reprimanded, and when it’s celebrated.
Vulnerability in leadership is often misunderstood. Many leaders believe that showing uncertainty or asking for help undermines their credibility. Yet, research on psychological safety tells a different story: vulnerability, when modeled and rewarded, is one of the strongest catalysts for trust, learning, and innovation. The difference between thriving teams and fearful ones often comes down to how vulnerability is treated, whether it’s reprimanded or rewarded.
Reprimanded vulnerability occurs when openness or honesty is met with criticism, shame, or exclusion. Think about a time when someone admitted a mistake and was blamed rather than supported, or when a team member shared an idea and was told to “stay in their lane.” These responses, though sometimes unintentional, teach people to stay silent. Over time, psychological safety erodes, creativity declines, and trust is replaced by self-protection.
(more…)How recognizing and valuing diverse perspectives strengthens trust, collaboration, and performance
At its core, leadership is about connection, and connection begins with understanding. In today’s diverse and global workplace, leaders who can recognize and appreciate different perspectives, cultures, and experiences are better equipped to build trust, foster collaboration, and make stronger, more inclusive decisions. This isn’t just a matter of awareness; it’s a matter of skill, empathy, and intention.
Research from Harvard Business Review and Deloitte consistently shows that teams led by inclusive leaders outperform their peers in innovation, problem-solving, and engagement. The reason is simple: when people feel seen and valued for their unique experiences, they bring their full selves to work. They contribute more ideas, take greater ownership, and engage more deeply with their teams. Inclusion fuels performance because it makes people feel they belong.
(more…)Delegating a task is not just about assigning work, it is also about setting clear boundaries around decision-making and authority. Without this clarity, misunderstandings can arise, leading to frustration, delays, or outcomes that miss the mark. Our definition of Delegation is: Sharing Authority and Responsibility with another person. When this is communicated well, it’s a recipe for success. When this is left up to interpretation, it’s a recipe for disaster.
When leaders fail to define the level of authority, team members may either overstep and make choices they were not meant to make, or hesitate and delay progress because they are unsure what decisions are theirs to own. In both cases, the work suffers and trust can be strained.
(more…)Effective leadership is not about always being involved or always giving space. It is about knowing when each approach is needed. Some situations call for a hands-on style, where you give detailed guidance, offer close support, and monitor progress closely. Others benefit from a hands-off style, allowing the person to take ownership and work independently.
The right approach depends on both the nature of the task and the needs of the person doing it. A high-stakes, time-sensitive project with unclear steps might require you to be more involved. On the other hand, a skilled team member working on familiar ground might do their best work with minimal oversight.
(more…)Good listening is not just about understanding the words being said. It is also about allowing space for the other person to refine, clarify, or add more detail. Even if you believe you have captured their message perfectly, offering the opportunity for them to expand builds trust and deepens understanding.
Many conversations stop too soon because the listener assumes they have all the necessary information. While this may sometimes be true, it can also cut off valuable insights that come after a pause or follow-up question. When you make room for the other person to elaborate, you often uncover details that change the way you think about the situation.
(more…)It is easy to get caught up in the rush of daily tasks and deadlines. Goals get checked off, meetings get scheduled, and projects move forward. But without pausing to reflect, you may lose sight of why those goals matter in the first place. Reflection is what connects your day-to-day actions back to the bigger picture.
When you stop to consider how each goal supports your overall vision, you bring meaning back into the process. It shifts the work from being just another task to being a step toward something significant. This clarity not only keeps you motivated but also helps you prioritize what truly matters.
(more…)Leadership is not just about making the right calls, it is about owning them, even when the results are difficult or the reaction is not what you hoped for. Taking responsibility for your words and actions builds credibility, trust, and respect, even in challenging situations.
It is easy to claim ownership when the outcome is positive. The true test comes when the decision you made is met with resistance or the results are less than ideal. In those moments, some leaders may distance themselves from the choice or shift blame to others. Strong leaders do the opposite. They step forward and own their role.
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