I thought I was an 8 out of 10 speaker.
For years, I'd step off stage feeling good about my keynotes. Audiences engaged. Energy high. Applause at the right moments. I was booking events, getting decent feedback, and honestly? I was comfortable with my performance.
But comfort is the enemy of excellence.
In 2022, I made a decision that changed everything. Instead of continuing to wing it on my own, I hired a speaking coach. Not because I was failing - but because I suspected there was another level I wasn't reaching.
The first session was humbling.
We dissected one of my recent talks minute by minute. She pointed out patterns I'd never noticed. Moments where I lost the room. Transitions that felt clunky. Energy drops I didn't even realize were happening.
"You're delivering content," she said. "But you're not creating an experience."
Six weeks later, I delivered my "coached" keynote. Before I could even pack up my materials, the event organizer rushed up to me.
"We should have had you open instead of close the event. Are you free in six months? We want to book you now."
That's the power of accelerated feedback.
Avoiding Feedback Stalls Growth
As professionals, we often avoid feedback loops. We shift from seeking coaching to dodging criticism, prioritizing ego over excellence. Research backs this up: Harvard Business Review (2024) found that 80% of employees crave more feedback, yet only 30% feel they receive enough.
The best teams don’t wait for annual reviews to correct issues. They provide consistent, real-time feedback to reinforce behaviors that drive success.
Two Key Feedback Loops
James Clear, in Atomic Habits, outlines two types of feedback:
🔹 Balancing Feedback: Corrects negative behaviors (like a speed radar flashing when you’re over the limit).
In business, this involves addressing problems promptly rather than letting them linger until the annual review. It's the conversation that happens this week, not next quarter.
🔹 Reinforcing Feedback: Strengthens positive habits (like praising effort and teamwork to encourage repetition).
This amplifies the behaviors you want to see more of. It's "calling out the good" in real time.
The problem? Most of us were conditioned to notice what's wrong. Bad behavior gets attention. Mistakes get meetings. But excellence? Excellence often goes unnoticed.
What gets recognized gets repeated.
If you want your team to give 100% effort, be great teammates, own their mistakes, and seek growth opportunities, you need to praise those behaviors the moment you see them.
Not at the end-of-year party. Not in the quarterly all-hands. The moment it happens.
So what can you do this week?
Here's the system that's working for my clients:
The Daily 10: Budget 10 minutes each day for a different team member. In five business days, you've touched base with five people. That's meaningful contact every week with each direct report.
Ten minutes isn't overwhelming. It's not a formal meeting. It's not bureaucratic. It's just focused attention on helping someone get better.
Use these conversations to:
- Highlight one thing they did well this week
- Identify one area for improvement
- Ask: "What's one thing I can do to help you win this week?"
The Public Praise: In your team meetings, publicly recognize the specific behaviors that align with your culture. Don't just say "great job." Say exactly what they did and why it matters.
"Sarah stepped up to cover the client call when David was sick, without being asked. That's what being a great teammate looks like."
Most leaders avoid this because it feels like "too much work" or "micromanaging."
But here's the truth: Competitors find ways to accelerate improvement while others make excuses.
You're already spending time managing your team. The question is whether you're managing reactively (putting out fires) or proactively (preventing them and accelerating growth).
Which leader are you going to be?
💭 Final Thought:
If we want our teams to excel in 2025, we have to establish consistent feedback loops that acknowledge great work, address issues promptly, and make team members feel valued.
Winning cultures don’t leave growth to chance. They build systems that develop, engage, and retain top talent.
I'm cheering for you to lead the way this week, Reader,
Say hi 👋 on Instagram or LinkedIn
P.S. The difference between good teams and great teams isn't talent. It's the speed at which they improve. And the speed at which they improve depends entirely on the quality of feedback systems you build. Start building yours this week.
Recently on the Podcast
Ep 930: You can be PISSED (and still be a great teammate) - Listen on Spotify
Ep: 933: Worthy Wins with John Olinger - Listen on Spotify
