Fostering a Culture of Constructive Feedback

In highly effective teams, feedback isn’t something to fear—it’s something to welcome. These teams don’t view feedback as judgment or critique but rather as a means of learning, improving, and supporting one another toward shared goals. They see feedback not as a scorecard—but rather as a conversation. Their goal is never to tear down, but to lift up.

So, what does this look like? Well… highly effective teams:

• Give feedback to help, not to criticize. The tone, language, and timing of feedback matter. Constructive teams focus on what’s working and where there’s room to grow, always with the intention of supporting each other.

• Receive feedback with curiosity, not defensiveness. It’s natural to feel vulnerable when receiving feedback, but approaching it with openness and a learner’s mindset leads to the most significant growth.

• Use feedback loops to refine practice. This includes ongoing discussions, reflective check-ins, and peer coaching. Feedback shouldn’t be a one-time event; it should be part of the rhythm of collaboration. By using feedback loops, teams can identify areas for improvement, adapt to changing circumstances, and foster a culture of continuous learning.

 When teams embrace a culture of constructive feedback, they unlock deeper collaboration, stronger trust, and more effective practices. As team leaders and members, you play a crucial role in fostering this culture within your teams. So what can you do to support our teams in “getting there”? Stay tuned for strategies in Fostering a Culture of Constructive Feedback, Part II. In the meantime, I can be reached at deidre.harris@teamagreements.com. Let me know if you need support through training, coaching, or consulting.