The Coachable Leader: Why Feedback is Your Superpower
The strongest leaders ask, apply, and offer feedback with clarity and humility.
“How am I doing?”
“Did that go well?”
“What could I do differently next time?”
You may not hear these questions out loud, but your team is asking them, consciously or not. Feedback is one of the most powerful tools we have as leaders to build performance, drive growth, and deepen trust. And it starts with YOU.
In her Forbes article, my friend and colleague, Dr. Ruth Gotian shares how elite high achievers like Kobe Bryant and Michael Jordan don’t just accept feedback, they welcome it. Kobe famously trained at 4 AM, driven not by past success but by what he missed. Michael Jordan asked for stats on his missed shots and mistakes, not just his wins. They saw feedback as pure data, removed from ego or emotion, a powerful tool to improve relentlessly.
Great leaders do the same. They take the short-term sting of honest feedback because it leads to long-term growth. They know coachability is a key leadership superpower.
In fact, Gallup reports that 80% of employees who received meaningful feedback in the past week are fully engaged. Yet many leaders resist or overlook regular feedback, either out of discomfort, busyness, or the belief that it’s only for formal review cycles.
But here’s the reality: if you want to lead at the highest level, it is imperative that you become both a giver and receiver of high-quality feedback.
Why Feedback is a Leadership Superpower
Feedback drives performance. Employees who receive timely, focused feedback are 4x more likely to be engaged, and fast feedback improves performance in real time.
Coachability builds credibility. The best leaders aren’t perfect. They’re teachable. In fact, employees rate managers 8.6/10 when they offer meaningful feedback, reinforcing trust and influence.
It strengthens culture and retention. 70% of employees believe feedback improves workplace culture, and feedback reduces turnover by nearly 15%.
3 Ways to Provide, Receive, & Apply Feedback Effectively
→ Provide feedback that’s frequent, focused, and future-oriented
Don’t wait for review season. Give timely, specific feedback tied to goals. Emphasize what’s next.
Try this: After a meeting, acknowledge a standout contribution and ask, “What would make our next meeting even stronger?”
→ Receive feedback with curiosity, not defensiveness
Invite input with genuine interest, even (especially) when it’s hard to hear. Reflect before responding.
Try this: Ask a peer or team member: “What’s one thing I could improve in how I led that project?”
→ Apply feedback visibly and give credit
Let your team see you taking feedback seriously. Show them it’s a strength, not a weakness.
Try this: “Based on feedback from last quarter, I’ve adjusted how I present updates. Thanks for pushing me to be better.”
Great leaders aren’t afraid to grow, they’re eager to.
Let's grow together. 🌱
I'm rooting for you!
CURATED PROFESSIONAL RESOURCES
for the leader who wants to dig a little deeper
Why Kobe Bryant And Michael Jordan Kept Winning On And Off The Court by Dr. Ruth Gotian
Let’s Talk: Make Effective Feedback Your Superpower by Therese Huston
