The Power of Feedback: Your Uncomfortable but Essential GPS to Success

Leveraging the Power of Feedback to Fast-Track Your Growth

Giving feedback is like telling someone they have food in their teeth. You know you should say something. You know they’d want to hear it. And yet, actually saying it out loud? It’s always a little awkward.

Receiving feedback, on the other hand, is like flossing. You know it’s good for you. You know it prevents bigger issues down the line. But do you enjoy it? Not exactly.

Okay, dental jokes aside - feedback is the GPS of your professional growth. Imagine setting off on a road trip, plugging the address into your GPS, and then completely ignoring the directions. Could you still get there? Maybe, but you’d probably take a few wrong turns, hit unnecessary traffic, and waste a lot of time. That’s what working without feedback looks like. You think you’re heading the right way, only to realize too late that you’ve veered off course, ended up at a dead-end, or worse, found yourself miles away from where you intended to be.

Feedback is that (sometimes annoying) recalculating voice that keeps you on track, helps you avoid detours, and nudges you in the right direction before you run out of fuel. The sooner you listen, the smoother the journey.

So, let’s dive into the wonderfully awkward world of feedback - why we need it, why we resist it, and how to master both giving and receiving it without leaving a bad taste in anyone’s mouth (we promise, no more dental jokes…probably).

Psychology 101: Why Feedback Feels So Awkward

Before we dive into the art of giving and receiving feedback, let’s talk about why our brains make it so awkward. Our minds are basically efficiency-obsessed personal assistants, constantly filtering and simplifying information to avoid overload. But sometimes, that efficiency leads to biases, which are mental shortcuts that help us make sense of the world but also trip us up.

When it comes to feedback, these biases can make us overly confident, overly defensive, or just plain wrong. Here are a few ways our brains sabotage us and how to avoid it:

1.      The “I Told You So” Effect aka Confirmation Bias

If you think someone’s a genius, you’ll only notice their wins. If you think they’re a walking disaster, nothing they do will likely change your mind. Your brain loves being right – even at the expense of reality. Take a step back to challenge your perception, and look at the whole picture, not just the highlight (or blooper) reel.

2.      The “It’s Not Me, It’s You” Trap aka The Fundamental Attribution Error

Everyone messes up. When we mess up, it’s because we had too much on our plate. When someone else screws up, it’s because they’re careless or disorganized. See the issue? This bias makes feedback feel like a judgement, rather than an opportunity for growth, so focus on actions, not personality assassinations.

3.      The “That Wasn’t My Fault” Reflex aka Self-Serving Bias

If something goes well, we want all the credit. When something it a massive flop, we blame the circumstances e.g. bad timing or unclear instructions. This bias makes it hard to see our own mistakes, and even harder to accept constructive feedback. If something doesn’t go as planned, take time to consider if you could have done something differently (spoiler: probably). 

4.      The “What Have You Done for Me Lately?” Problem aka The Regency Effect

Your brain loves the latest and greatest – or the most recent flop. That’s why annual performance reviews can be tricky; it’s easy to judge someone based on their last big win (or loss), rather than their overall track record. Before giving feedback, take a pause and consider the whole picture and not just a recent snapshot.

Why Feedback is So Important (and How It Can Drive Growth)

Now you understand some of your brain’s cognitive quirks, let’s zoom out and look at the bigger picture. Feedback is absolutely critical for growth. It gives you and your team a sense of direction, highlights strengths, guides areas for improvement, and celebrates your successes. The goal here is to create psychological safety, a space for your team where people feel safe enough to make mistakes, learn from them, talk about them, and make improvements without a fear of judgement or blame. If you can create a space where feedback is a regular, open part of your team culture, you’ll build much stronger relationships and foster continuous improvement. That’s how to spark your team’s success!

Feedback: The Do’s and Don’t

You now know the mind tricks to be aware of when it comes to feedback, and the reason why it’s super important for you and your team. Now, let’s focus on some practical tips for both sides of the feedback equation:

Giving Feedback Like a Pro: 3 Tips for Success

• Forget SMART, Just Be Specific 

Feedback doesn’t need KPI jargon - just clarity. Swap “Great job!” for something like:

“Your report was well researched and clearly structured. Next time, consider adding a few more data points in the analysis.”

That way you highlight what worked and offer a clear, actionable tip.

• Offer a Feedback Sandwich

Start with praise, add one clear suggestion, end with praise.

“Great presentation - your delivery was confident, and slides looked fantastic. Next time, I'd try slowing down on the metrics slides so everyone can keep up. Overall, excellent work!”

• Structure Feedback That Hits the Mark

Use the SBI model to keep feedback clear:

• Situation: What was happening?

• Behavior: What did they do?

• Impact: How did it affect the team or outcome?
  

This makes your feedback concise, specific, and easy to act on.

Receiving Feedback Like a Pro: 3 Tips for Success

• Adopt a Growth Mindset: You’re Not Perfect (and That’s OK!)

No one’s perfect - stay curious, set emotions aside, and mine every critique for something you can use.

• Lost in Translation? Ask for Clarity

If it’s vague or feels harsh, say: “Thanks - can you give me a concrete example?” This turns foggy comments into clear actions.

• Don’t Just Take It – Own It!

Feedback will only help you grow if you actually do something with it. Don’t stash it away - plan your next steps, track your progress, and check back in. Growth beats perfection any day.

Our Final Sparx

Now that we’ve mastered the fine art of giving and receiving feedback, let’s make sure we’re using it as the powerful tool it is – one that will help you and your team level up together! No more awkward moments – feedback should feel natural and motivating.

At Team Sparx, we’re so passionate about regular, constructive feedback being essential to any successful team, that we created the Sparx 360° Feedback template to help. It’s a simple, structured tool that collects inputs to give you a complete view of your performance across six key areas:

1.      Attitude & Work Ethic

2.      Expertise

3.      Communication & Collaboration

4.      Leadership

5.      Execution

6.      Grit & Resilience

Email hello@team-sparx.com for your free copy.

Here’s to making feedback your secret weapon for professional growth.