The Feedback Formula Every Leader Needs

What Sets Great Leaders Apart

Leadership isn’t about blaming—it’s about owning. Jocko Willink’s “Extreme Ownership” nails it: as a leader, everything on your team is your responsibility.

If a project flops, it’s easy to point fingers. But often, the real issue is unclear goals, limited resources, or weak training—things you control. Own your missteps, and your team will follow your lead. This creates a culture where mistakes become learning opportunities, not liabilities.

The result? Open conversations, real accountability, and unstoppable growth.

The Science of Feedback

→ Giving feedback that inspires change takes more than good intentions. Neuroscience shows the right balance makes all the difference:
→ The 3:1 Rule: Deliver three positive points for every critique. Positive feedback calms the nervous system, builds trust, and boosts creativity.
→Beware Negativity Bias: One critical remark can overshadow a mountain of praise. Balance your feedback so the good stuff sticks.

Common Feedback Mistakes
→ The “Compliment Sandwich” Trap: Don’t bury criticism between two generic praises—it confuses more than it helps.

→ Over-the-Top Positivity: Skip the empty cheerleading. Genuine, specific praise always wins.

Radical Candor Done Right
Kim Scott’s “Radical Candor” offers a leadership sweet spot: challenge directly, care deeply. Feedback without empathy feels harsh. Kindness without honesty doesn’t help. The real power is combining the two—so your team knows you have their back while helping them grow.

Make It Happen.

Here’s your leadership cheat sheet:

→ Take Extreme Ownership. Own the misses. Model the fixes.

→ Stick to 3:1. Balance positive feedback with constructive critique to build trust.

→ Be Direct, Not Fluffy. Clarity beats confusion every time.

→ Show You Care. Pair honest feedback with empathy for lasting impact.

Leadership isn’t about perfection—it’s about creating the conditions where your team can thrive. Try these steps, and watch what happens when feedback becomes a tool for growth instead of a source of fear.

What’s one feedback challenge you’ve faced recently? Hit reply and let’s tackle it together.

Cheers,

Jeff!