Feedback Isn’t Optional...It’s Oxygen

Let’s get something straight, feedback isn’t just a nice-to-have. It’s not a “bonus” for the annual review or something leaders dole out when they remember.

Feedback is oxygen.
Without it, people, teams, and entire organizations suffocate.

• They lose direction.

• They lose momentum.

• They lose trust.

And often? They don’t even realize it’s happening… until it’s too late.

Why We Avoid It (Even Though We Need It)

Most people avoid giving or receiving feedback because it feels uncomfortable. Awkward. Risky. What if I say it wrong? What if they take it the wrong way? What if I hurt their feelings?

But here’s the truth: 

• Avoiding feedback doesn’t protect feelings, it prolongs dysfunction.

• Silence doesn’t help people grow.

• Vagueness doesn’t correct behavior.

• Passive-aggressive comments don’t build high-performing teams.

If you’re in a leadership role and you’re not giving regular, honest, useful feedback, you’re not leading; you’re managing avoidance.

The Most Effective Teams Normalize Feedback

I’ve seen it firsthand, teams that thrive are teams where feedback is part of the everyday culture. It’s not a one-time “sit-down” with a PowerPoint and HR present. It’s baked into how they communicate.

• They share what’s working.

• They speak up when something’s off.

• They ask for input and actually do something with it.

And because it’s normalized, it doesn’t feel like an attack. It feels like what it actually is: support.

I’ve Made the Mistake, Too

There was a time in my leadership journey when I wasn’t giving enough feedback, at least not the kind that mattered. I’d give light praise, keep things pleasant, and hope people would just figure it out when something wasn’t working.

They didn’t.  And that’s on me.

I had to learn that avoiding hard conversations doesn’t make you kind, it makes you unclear. And nothing erodes trust faster than a leader who avoids the truth.

Want to be a strong leader? Ask for feedback.
Ask for feedback from your team. From your peers. From people who might not tell you what you want to hear, but what you need to hear.

If you bristle at feedback, your team will too. But if you model it; if you take it in, reflect, and grow, you create a culture where people feel safe to speak up and encouraged to improve.

That’s where the real growth happens.

No Feedback, No Growth. Period.

If your team isn’t performing at the level you expect, ask yourself:

• Are they getting clear feedback on how they’re doing?

• Do they know what “great” looks like in their role?

• Have I told them what I need from them and what’s not working?

  (If the answer is “not really,” there’s your starting point.)

Let’s Make Feedback the Norm, Not the Exception

At Lucent Strategies, I work with leaders and leadership teams to build cultures where feedback flows freely, honestly, and constructively without drama, ego, or fear.

If you want to create a team that breathes in feedback like oxygen so they can actually thrive, let’s talk.

📩 Reach out at Lucent Strategies or message me to start the conversation.

Because feedback isn’t a confrontation…it’s a gift.
And the best teams breathe it in every single day.