Teams stall when feedback is rare or cruel. Coaching helps leaders install feedback norms people can trust.
Frequent, specific, kind, and actionable feedback — given in both directions, not only top-down.
Begin with leader vulnerability, small behavioral asks, and praise that is as specific as critique.
Recognition can be public; corrective feedback is usually private unless the team explicitly practices live feedback well.
Short practice loops: observation, impact, request, with coaching between real conversations.
Track whether feedback leads to changed behavior and follow-up, not just more meetings about feedback.
Model receiving feedback without punishment. That safety determines whether anyone else tells the truth.
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