Accountability Through Feedback
“You can choose courage, or you can choose comfort, but you cannot choose both.”
“If you get honest feedback and do nothing about it, then the feedback will stop.”
Feedback is one of the most valuable tools for leadership growth, yet it is also one of the hardest to accept. Why? Because feedback is not just about listening. It is about taking ownership, applying what you have learned, and committing to real change. This requires accountability and courage.
At 3M Chemical Ops, accountability means leaders take responsibility for their own improvement. Feedback should lead to measurable improvements, not just acknowledgment. Strong leaders analyze and apply it to enhance safety, efficiency, and leadership effectiveness.
Handling feedback with courage fosters a culture of trust and learning. It shows teams that continuous improvement is an expectation, not an option. This lesson focuses on making that shift by owning feedback, acting on it, and growing from it.
Self-Assessment: (lesson title)
Please take a few moments to contemplate the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership?
When someone gives me feedback, do I listen carefully, or do I start thinking of how to respond?
Do I ask follow-up questions to fully understand feedback before reacting to it?
How often do I make real changes based on the feedback I receive?
Have I ever dismissed feedback too quickly because I did not like how it was delivered?
Do I actively ask for feedback, or do I wait until someone offers it?
How do I show my team that I take feedback seriously and act on it?
Have I ever received the same feedback more than once without changing my behavior?
When I decide to act on feedback, do I have a plan, or do I just make small, quick adjustments?
Remember, this self-assessment is just a starting point for understanding Feedback as a leader. It's essential to reflect on your responses and actively work on areas where improvement is needed. Additionally, seeking feedback from others and working with your ECFL Leadership Coach can provide valuable insights into your strengths and weaknesses.
It’s completely normal to feel defensive when someone points out areas for improvement. No one loves hearing what they could do better. Feeling defensive when given areas for improvement is natural, but strong leaders shift their mindset. They see feedback as a tool for growth rather than a threat.
The first step is active listening: setting aside emotions, focusing on the message, and resisting the urge to defend. If something isn’t clear, ask for clarification.
Of course, not all feedback carries the same weight. Before acting on it, consider three key questions:
Does this feedback relate to performance, safety, efficiency, or leadership effectiveness?
Is it coming from someone who understands my role and responsibilities?
Have I heard similar feedback before, indicating a pattern?
The most effective leaders don’t take feedback at face value. They step back, assess it with a clear mind, and find what will genuinely help them grow.
Listening alone won’t create improvement—real change comes from applying feedback in a meaningful way. Strong leaders take what they’ve learned, make a plan, and follow through with action.
From Resistance to Results
Imagine a production supervisor leading daily shift meetings. He prides himself on keeping things efficient and straight to the point. One day, an experienced operator pulls him aside and shares unexpected feedback.
“People are leaving the meetings confused. Sometimes key safety updates feel rushed, and there is not enough time for questions.”
At first, the supervisor feels defensive. He believes he is saving time and keeping the team focused. But instead of dismissing the feedback, he pauses, asks for details, and listens.
He realizes the issue is not about speed. It is about clarity. He adjusts his approach by adding two minutes at the end of each meeting for questions and sending out a short summary afterward. Within weeks, the team is more engaged, fewer mistakes occur, and the meetings feel more effective.
That one piece of feedback, something he almost ignored, made him a better leader. By embracing courage in receiving feedback and accountability in acting on it, he strengthened his team and improved operational discipline.
Reframing Feedback for Growth: Activity
Feedback can feel like criticism, but how we process it determines whether we grow or stagnate. This activity helps reframe difficult feedback and increase self-awareness.
Recall Difficult Feedback
Think of a piece of feedback you received in the past that was hard to hear. Write it down exactly as you remember it. If you cannot recall exact words, summarize the message.
Observe Your Reaction
Close your eyes and visualize the moment you received this feedback. What was your physical and emotional response?
Did you cross your arms?
Did your posture change?
Did you feel tension in your shoulders or jaw?
Did your breathing change?
Now, shift your awareness to your internal dialogue:
Did you immediately feel defensive?
Did you start thinking of a rebuttal instead of listening?
Did you dismiss the feedback as unfair or inaccurate?
Did you take it personally instead of professionally?
Write down your physical and emotional responses. Understanding these reactions will help you manage them better in the future.
Reframe the Feedback
Now, take the original feedback and rewrite it in a way that focuses on growth and improvement. Instead of seeing it as a criticism, turn it into a constructive insight.
Examples:
Original Feedback: "You need to be more confident when presenting."
Reframed Feedback: "Developing a more confident tone in presentations will help you engage your audience and make your points more effectively."
Original Feedback: "You interrupt people too much in meetings."
Reframed Feedback: "Listening more actively before responding will help you build stronger relationships and show respect for your team’s input."
Original Feedback: "You are too slow in making decisions."
Reframed Feedback: "Speeding up decision-making while maintaining thoughtfulness will help you lead with more efficiency and confidence."
Rewrite your own feedback in this way. Compare both versions. How does the reframed version feel different?
Take Action
Now that you have reframed the feedback, decide on one concrete action you will take to improve based on this insight.
If your feedback was about communication, how will you practice being clearer?
If your feedback was about leadership presence, how will you show more confidence?
If your feedback was about decision-making, how will you balance speed with effectiveness?
Next time you receive feedback, pause before reacting. Focus on the opportunity, not the criticism.
Feedback is only as valuable as what you do with it. These best practices below will help you turn feedback into a powerful driver of improvement and success.
Best Practices for Accountability Through Feedback
Listen Without Defensiveness: When receiving feedback, resist the instinct to explain or justify. Instead, pause, absorb the information, and ask clarifying questions if needed.
Reframe Feedback as an Opportunity: View feedback not as a personal attack, but as a tool for growth. Even tough feedback is a sign that someone believes in your ability to improve.
Acknowledge and Express Gratitude: Showing appreciation, even for tough feedback, encourages an open and honest culture where feedback is freely shared.
Identify One Actionable Takeaway: Not all feedback requires massive changes, but every piece should lead to at least one concrete improvement.
Follow Up to Show Commitment: Accountability means proving that feedback leads to action. Check back with the person who gave it to you, showing that you took it seriously.
Taking feedback seriously is a mark of accountability and courage. At 3M Chem Ops, accountability means more than hearing feedback; it requires action, reflection, and a commitment to growth. Leaders who model this mindset create a culture where learning is continuous, teams feel empowered, and mistakes are prevented before they happen.
Strong operational discipline depends on leaders who take ownership of their development. Applying feedback strengthens safety, efficiency, and reliability across the organization. The best leaders don’t just maintain standards—they raise them by listening, adapting, and improving.
Strengthen your understanding of receiving feedback by sticking with these resources. Use this opportunity to adhere to new insights and commit to practices that will reinforce your leadership journey.
10 Feedback Activities Examples for Employees for Free
The Art of Receiving Constructive Feedback: Grow, Learn, and Thrive
The Right Way to Process Feedback
Feedback is a Gift (9:27)