Giving Feedback Up: The Leadership Skill Nobody Talks About
It Feels Risky—But It’s a Sign of Leadership
Giving feedback up the chain—to a team leader, senior executive, or director—can feel intimidating. We worry:
- “Will they think I’m overstepping?”
- “What if it changes how they see me?”
- “What if I get it wrong?”
But here’s the truth: the teams that thrive are the ones where feedback flows in every direction. Healthy workplace cultures invite feedback, not just down, but up and across.
Why Feedback Matters More Than Ever
We live in an era where leaders are expected to be self-aware, inclusive, and emotionally intelligent. But even the most experienced leaders have blind spots. They don’t always know how their decisions land—or how their presence affects others.
That’s where feedback becomes not just helpful, but essential.
What happens when feedback only goes one way?
When feedback only travels downward, teams miss out on growth. Issues go unspoken. Trust erodes. Innovation slows.
In contrast, when team members speak up with courage and care, leaders gain insight they would otherwise never access. It’s how psychological safety is built—not in theory, but in practice.
Feedback Isn’t Rebellion—It’s Respect
We often associate feedback with risk. But it’s a sign of maturity and contribution. At WunderTraining, we teach that:
- Feedback is not correction. Its contribution.
- It’s not insubordination. It’s a partnership.
- It’s not about hierarchy. It’s about honesty.
When we approach feedback from a place of strengths—kind candour, curiosity, perspective—we shift the dynamic from threat to trust. From avoidance to alignment.
The shift that changes everything
The most effective professionals I’ve worked with stopped asking “How can I impress them?” and started asking “How can I genuinely connect?”
This shift opens the door to:
- Better conversations
- More honest relationships
- Real collaboration and growth
Practical Tips for Giving Feedback Up (Without the Awkwardness)
- Start with intent: Make your intention clear, “I’m sharing this because I care about our success.”
- Use “strength language”: Frame it with a strength you’ve noticed in your leader before offering insight.
- Be specific, not personal: Focus on the behaviour, decision, or outcome, not personality.
- Offer curiosity, not judgement: Ask questions that open reflection, e.g., “Have you considered how that might land with the team?”
Feedback delivered well builds trust, not tension.
Leadership Is a Conversation—Not a Ladder
“The relationships we protect too much often stay surface-level. The ones we stretch through honesty are the ones that grow.”
At WunderTraining, we help teams and leaders create the conditions for feedback to thrive up, down, and across.
It’s how real connection is built. It’s how culture shifts. And it starts with brave conversations.
Want to build a feedback-safe culture?
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Let’s build workplaces where feedback flows freely and leadership is shared.
