If You’re Not Asking Your Team for Feedback, You’re Leading Blind
Most leaders say they want to grow. Many claim to value feedback. But too often, they focus only on receiving downward feedback, rarely receiving it from the people they lead.
They schedule performance reviews with supervisors, collect insights from mentors, and occasionally get peer input. But they skip the most honest source of feedback available.
The people they lead.
If you’re not asking your team how your leadership affects them, then you are managing with incomplete information. And incomplete information leads to poor decisions, disengagement, and distrust.
Why Feedback from Direct Reports Matters
Direct reports experience the immediate impact of a leader's decisions, communication style, and emotional intelligence. Their perspectives offer invaluable insights into the leader's effectiveness and areas for growth.
Your team sees your habits, hears your tone, and feels your presence. They know how you show up under stress, how you handle conflict, and whether you create a space of trust or tension. Their perspective is not secondary. It is essential.
If you care about building strong teams, you need to hear from the people your leadership affects the most.
You need upward feedback.
Common Reasons Leaders Avoid Feedback from Their Teams
Several factors contribute to leaders' reluctance to solicit feedback from direct reports:
Perceived Hierarchical Boundaries: Some leaders view their role as directive, believing that guidance should flow only from the top. This mindset can stem from traditional hierarchical structures that discourage upward communication.
Fear of Vulnerability: Requesting feedback may feel like exposing oneself to criticism, leading to discomfort and potential threats to authority.
Doubt in Direct Reports’ Insights: There exists a misconception that team members lack the experience or perspective to provide meaningful feedback, leading leaders to undervalue their input.
Time Constraints and Prioritization: In fast-paced environments, leaders may prioritize tasks over relationship-building, neglecting the importance of open communication channels.
The reality is that avoiding upward feedback does not preserve your position. It weakens it. You do not lose authority by showing vulnerability. You lose it by pretending you are not part of the problem.
A healthy leadership culture is not built on silence. It is built on openness.
What Happens When Feedback Flows Both Ways
When leaders normalize feedback from the team, everything changes. The organization becomes more aware, more agile, and more human.
You gain:
Clearer insight into how your leadership is received
Faster identification of problems before they escalate
Stronger trust and engagement from your team
A culture that values growth over hierarchy
Leaders who invite upward feedback lead with strength, not ego. They signal that growth matters more than ego. This is how you move from authority to authenticity.
Three Feedback Questions Every Leader Should Ask
Ready to make the shift? Start with questions that feel clear, focused, and safe enough to answer honestly. Try asking:
What is one thing I could do differently that would help you succeed?
When do you see me at my best as a leader, and when do I miss the mark?
Is anything I’m doing making your work more difficult than it needs to be?
These questions encourage reflection and open the door to honest dialogue. They also shift your relationship from power-based to partnership-based.
What to Do When You Receive Feedback
Asking is only half the work. How you respond will determine whether your team will ever answer you honestly again.
Here is what works:
Listen without interrupting
Avoid defending or correcting
Say thank you, every time
Take action when possible
Explain your reasoning when you cannot make a change
Your response teaches your team what feedback culture really means in practice.
Mindful Thought
If you are not asking for feedback from your team, you are leading with blind spots. The best leaders do not wait for permission to grow. They invite it.
Feedback is not a threat. It is a leadership tool. And when used well, it builds trust, strengthens culture, and sharpens decision-making.
Want to create a feedback culture where honesty drives performance and connection?
Book a 1:1 strategy session to explore how the 12-week Culture Reset coaching experience can help you transform your team from disengaged to deeply aligned.
