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Why Giving Feedback is an Essential Leadership Skill


One key characteristic of a good leader is that they are able to reach organizational goals by motivating others. Giving constructive feedback helps individuals grow by learning how they can improve and by reinforcing the activities they are doing well.

Why it matters?

  • Feedback supports employees to see their blind spots that impact their performance
  • Feedback helps employees achieve their goals
  • Feedback builds trust between the leader and employee
  • Feedback influences employee engagement
  • Feedback reinforces individual accountability

Leadership Insights

If I asked your leaders what they are working on, their gifts and/or areas of opportunity, could they answer? Would it match what you would say? The answer should be the same and if its not, you have some work to do (feedback).

Challenge: Have ongoing conversations with your leaders to provide feedback like someone did for you in your leadership journey. It may be a difficult conversation, but the benefits are endless to them as a learner, you as leader and your company in achieving awesome results.

Awesome Read:

How Successful Leaders Give Honest Feedback That Inspires People and Does Not Hurt Their Ego

Have an awesome month leaders!

Are You a “Wing-It” or a “Designer”?


What type of leader are you?

Are you a “Wing-It” or a “Designer” leader in your life?


What’s the difference?

  • The “Wing-It’s” – The “Wing-It’s” get-by and survive with little to no preparation and hope for the best. A wing-it mindset is driven by the belief that they can handle a conversation without quality preparation and design. A “Wing-It” thinks and acts completely in the moment with outcomes that are not predictable or repeatable.
  • The “Designers” – A “Designer” is intentional and creates (through generative language and actions) the outcomes they desire. “Designers” prepare, coordinate with others, and show up knowing the outcome they wish to achieve. Generally, desired outcomes are pre-determined, and actions are aligned to create the desired outcomes.

“Wing-It’s” are individuals, teams and organizations that want to grow their companies, improve performance, and achieve results, but get stuck due to a lack of intentional design in their conversations to move forward.

As a company grows, its demands, requirements, and needs change. Behaviors and ways of doing things that enabled the company to get by, survive, and just-make-it-happen in the past become incompatible with the future the company wants to create.

A “Wing-It” just wants to get it done, while a “Designer” wants it to be intentional, repeatable, and to provide the desired results.

As executive leadership coaches, we strive to move “Wing-It’s” to become “Designers”.

Moving from a “Wing-It” to a “Designer” mindset starts with your “Way of Being”.

When you choose to be intentional by being a designer of your conversations, then your actions and behaviors become intentional, and eventually, your words and actions become reflected in the outcomes, results, and performance that is produced on a consistent basis.


“Wing-It’s” Vs “Designers”

Wing-It vs Designer

For most new business leaders, it is the wing-it mindset that starts the company and keeps the lights on, and then as time goes on and the needs of the company grow and develop, the company begins to need “Designers” who can create desired outcomes through intentional design.

“Designers,” think and act intentionally and strategically because they have a strong relationship to time which makes them reliable with their word. They create the plans that provide the focus needed to achieve KPI’s (key performance indicators) and can measure the effectiveness of the efforts.


Leadership Challenge:

What is one thing you are going to design, through intentional preparation, to create the outcome you desire over the next 7 days?

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