Why Most Feedback Fails (And How to Fix It)

Hey Full Potential Zoners!

Feedback isn’t about punishment – it’s about progress.

The right feedback doesn’t tear down.

It builds clarity. It builds action. It builds results.

But feedback can fail when:

❌ Progress isn’t tracked

❌ Next steps aren’t clear

❌ Questions go unanswered

🤖 Have You Checked Out My AI Mastery for Work And Life Online Course? 👇

See How 6,000+ Have Used My Course To:

✅ How to best use ChatGPT, Gemini, and Copilot for ANY work and life situation

✅ Do more in one day than most do in a week

✅ Deliver faster than anyone else (and makes it look easy)

✅ Solve the hardest problems when others are stuck

✅ Stands out as the leader—whether it’s in your role, your projects, or your career

✅ And SO much more!

Learn more by Clicking Here

Feedback isn’t just a conversation.

It’s a cycle.

A cycle of learning, action, and growth.

Because the purpose of feedback isn’t to look back – it’s to create a better way forward.

Today we are going to help leaders master this by using the:

‘Make Feedback Work - How to Turn Feedback Into Results'. 

Let’s dive in!

5 Real Life Scenarios

1. Clarify Next Steps

Scenario:
A team member received feedback about missed deadlines, but they were unsure how to move forward effectively.

How to Handle It:
Sit down with the team member to identify the root causes of the delays. Outline specific actions they could take, such as prioritizing daily tasks with a time-blocking method. Collaboratively define clear, actionable steps, such as completing high-priority tasks in the first two hours of the day. Ensure the team member leaves the discussion with a clear understanding of what needs to be done and by when.

What to Say:

• "Let’s break this down into smaller actions. What do you think is the first step you can take tomorrow to address this?"

• "We’ll review this timeline weekly to ensure progress is being made."

2. Review Understanding

Scenario:
After presenting feedback about improving client communication, a team member misunderstood the main point and thought they were being blamed for customer dissatisfaction.

How to Handle It:
Ask the team member to repeat the feedback in their own words. This helps identify misunderstandings. If they misinterpret the feedback, clarify the intent, such as focusing on solutions to strengthen client trust rather than assigning blame. Reassure them that the conversation is about support and improvement, not criticism, and provide examples or tools to address the feedback constructively.

What to Say:

• "Can you share what you took away from this feedback so I can make sure it’s clear?"

• "Let’s work together to identify specific phrases or templates to make communication with clients smoother."

3. Schedule a Follow-Up

Scenario:
After an annual review, a team member seemed motivated but fell back into old patterns after a few weeks. They missed opportunities to work on the agreed changes.

How to Handle It:
Set up bi-weekly check-ins to track progress on the agreed changes. During each session, ask about any challenges they are facing and work with them to address barriers. Break the larger changes into smaller, more manageable milestones to maintain momentum and accountability. Document progress and celebrate small wins to keep the team member motivated.

What to Say:

• "Let’s check in every two weeks to see how these changes are working for you."

• "What barriers have you faced since we last talked, and how can I help remove them?"

4. Recognize Improvements

Scenario:
A team member who struggled with presenting their ideas in meetings successfully delivered a concise, impactful presentation after weeks of preparation.

How to Handle It:
Publicly acknowledge their improvement during a team meeting, emphasizing the value their presentation brought to the discussion. Privately encourage them to reflect on what they did well and to share their preparation process with others. Highlight their growth to inspire continued progress and help them build confidence.

What to Say:

• "Your presentation today was clear and actionable. It’s a huge step forward, and it really added value to our discussion."

• "How did you prepare for this? I’d love for you to share your process with the team."

5. Reflect and Adjust

Scenario:
A team launched a new process that aimed to improve customer service response times, but results were not meeting expectations.

How to Handle It:
Facilitate a reflection session to evaluate the process with the team. Discuss what worked and identify areas for improvement. Pinpoint issues, such as unclear handoffs between departments, and propose actionable solutions like assigning clear responsibilities. Integrate AI tools to automate task tracking and improve efficiency, ensuring all team members understand and support the updated process.

What to Say:

• "Let’s discuss what went well in this process and where we can make adjustments."

• "Would an automated workflow help reduce delays? Let’s review tools to streamline this."

Feedback, when handled correctly, builds a culture where everyone is valued and heard.

It encourages open communication, breaking down silos and creating alignment.

A team that embraces feedback grows together, with every member contributing to success.

Constructive feedback leads to continuous improvement, both for individuals and the organization.

Making feedback work creates an environment where progress is not just possible—it becomes inevitable.

Until next time and with lots of love,

Justin

A FREE gift to say “Thank You”

• No strings attached - just a gift to “Thank you” for being a subscriber!

• My top 10 favorite AI prompts I use at work and at home.

Get the prompts here, enjoy!

📑 Today’s PDF

Download Today’s PDF by Clicking Here

📑 Top 24 Cheat Sheets from 2024

Download All 24 PDFs by Clicking Here

Were you forwarded this email? Subscribe and get my free eBook Click Here

Want to Sponsor this newsletter or a LinkedIn post? Click Here