Importance of feedback
Importance of feedback
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Leadership Activity: The Importance of Feedback
Category: Games & Activities
Estimated Time: 15–20 minutes
Group Size: Three teams
Learning Objectives
- Understand common emotional and practical barriers to giving feedback.
- Recognize how effective feedback drives growth, motivation, and clarity.
- Identify key qualities of impactful feedback sessions to apply in leadership roles.
Materials Needed
- Flip chart sheets (one per team)
- Markers in multiple colors
- Optional: Sticky notes for personal reflections
Setup & Instructions
- Divide participants evenly into three teams.
- Provide each team a flip chart sheet and markers.
- Assign each team one task:
- Team A: Brainstorm reasons why people might hesitate to give feedback.
- Team B: Brainstorm what feedback helps accomplish at work.
- Team C: Brainstorm what makes feedback sessions effective based on past experience.
Facilitation & Discussion
- Team A – Why We Hesitate: Discuss common hesitations like fear of confrontation, assumptions about resistance, concern for relationships, or uncertainty about impact. Emphasize that most barriers are self-imposed and improve with skill and practice.
- Team B – Benefits of Feedback: Explore how feedback helps others grow, motivates high performance, clarifies expectations, demonstrates care, corrects behavior, and drives results.
- Team C – Keys to Effective Feedback: Highlight elements like realistic expectations, respect, specificity, two-way dialogue, framing as perspective (not judgment), and clear follow-up actions.
Trainer Tips
- Use different colored markers to categorize emotional and practical insights.
- Encourage contributions from all team members, inviting quieter participants to share.
- Provide real-life examples or ask participants to share personal stories if brainstorming slows.
- Model empathetic and constructive communication throughout the session.
- Use a summary slide or handout illustrating the Feedback Behavior–Feeling–Action cycle to reinforce learning.
Reflection & Wrap-Up
- Distribute sticky notes and ask participants to write:
- One low-EQ feedback habit I will drop: ____________
- One high-EQ feedback habit I will practice: ____________
- Invite sharing of reflections in pairs or the larger group to build accountability.
- Summarize how effective feedback, grounded in emotional intelligence, enhances trust, engagement, and performance.
Debrief Questions
- Which barriers to giving feedback resonated most with you?
- What benefits of feedback motivate you to give it more regularly and effectively?
- What characteristics make a feedback session feel productive and supportive?
- How will you apply these insights in your leadership or team interactions?
Key Learning Takeaways
- Feedback is essential for performance improvement and relationship building.
- Many feedback barriers are self-imposed and overcome through skill development.
- Effective feedback combines clarity, respect, specificity, and two-way communication.
- Emotionally intelligent feedback boosts motivation, trust, and results.
Related Training Material Packages
- Leadership Skills Training Material Package – Develop your leadership presence with expertly designed exercises and tools including feedback training.
- Emotional Intelligence Training Package – Build empathy, awareness, and resilience to support powerful feedback and team growth.
Start Enhancing Feedback Culture Today
This dynamic activity helps teams understand the impact of feedback and build skills for giving it effectively and empathetically. Pair this with our comprehensive training packages to drive meaningful leadership development and team engagement.
Download Leadership Skills Training PackageTraining resources from TrainingCourseMaterial.com — instant download, fully editable, trainer-friendly.
Frequently Asked Questions
How do I keep feedback from sounding personal or judgmental?
Stick to observed behavior, describe the impact, and propose a next step. Use “I” language and skip labels.
When should I give feedback—in the moment or later?
Soon, but not hot. Aim for 24–48 hours, choose privacy, and ask, “Is now a good time?”
How do I give feedback to a peer or my manager?
Ask for permission, state your intent (to help), be specific, and offer support or a suggestion—not an ultimatum.
What if the person gets defensive?
Pause. Acknowledge the emotion, summarize what you heard, ask an open question, and agree one small next step.
How should I document and follow up?
Capture the expectation, owner, and date in a short note. Schedule a check‑in and tie progress to a clear metric or example.
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