The Feedback Loop
Feedback is one of the most powerful tools we have—and one of the most underused. In a small office like MCPO, where teamwork and trust matter every day, the ability to give and receive feedback clearly and respectfully is essential. It’s not just about improvement. It’s about accountability.
When feedback is handled well, it strengthens communication, builds confidence, and helps prevent bigger issues down the road. When it’s avoided or ignored, confusion grows, tensions rise, and opportunities for growth are missed.
In this session, we’ll explore how feedback supports accountability, both in how we offer it and how we respond. You’ll get practical tips for giving input with care, receiving it with confidence, and following through in a way that builds trust across the office.
Self-Assessment: The Feedback Loop
Please take a few moments to answer the following self-reflection questions. Where can you identify opportunities for growth in your leadership and daily life?
When I receive feedback, do I listen openly or get defensive?
Do I follow through on the feedback I’ve received?
How often do I ask others for input on how I can improve?
Am I clear and respectful when giving feedback, even when it’s uncomfortable?
Do I avoid giving feedback because I’m afraid of conflict?
When I give feedback, do I focus on actions and outcomes rather than personal traits?
Do I make time to follow up after giving feedback to see if it helped?
How comfortable do others seem when offering me feedback?
This self-assessment serves as a starting point in understanding your ability to give and receive Feedback. Taking time to reflect on your answers and focusing on areas for growth will support your development.
“Feedback is a gift. Ideas are the currency of our next success. Let people see you value both feedback and ideas.”
Most of us want to know where we stand. We want to understand what’s expected, how we’re doing, and how we can improve. But in many public offices, feedback doesn’t always happen regularly or clearly—not because people don’t care, but because the structure isn’t always set up to support it.
The National Academy of Public Administration notes that when feedback is infrequent, expectations are vague, or consequences are unclear, it’s harder for employees to feel confident about their performance. This can lead to confusion, frustration, or even burnout.
The good news? Accountability doesn’t have to feel daunting. When feedback comes with support, clear goals, and acknowledgment of effort, it becomes a powerful tool for growth. People are much more likely to step up when they know what success looks like, and that someone notices their progress.
Over time, honest, respectful, and consistent feedback builds a culture where accountability feels natural, not forced. It makes it easier for people to speak up, take initiative, and work together with confidence and trust.
So how do we avoid falling into the trap of unclear feedback or missed chances for growth? It’s not about being perfect; it’s about being clear, consistent, and willing to talk things through. Here are a few ways to keep feedback real and helpful:
Check in, don’t check out: Quick, honest conversations help keep things on track. Don’t wait for a formal review to say what matters.
Say what you need: If something isn’t working for you, bring it up early. Feedback goes both ways.
Ask, “How did that land?” If you’ve shared feedback with someone, follow up. It shows you care and gives them space to respond.
Keep it small, keep it clear: Big change starts with one clear piece of feedback at a time.
Celebrate shifts, not just wins: When someone makes an effort to grow, say something. It keeps momentum going.
“I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.”
Giving feedback is only half the story. The other half is what we do with it. Here’s why applying feedback can be tough and what to watch out for:
We don’t follow through. It’s easy to nod and move on, especially when things are busy. But real change only happens when feedback turns into action.
We assume we already know. Without self-awareness, it’s easy to think feedback doesn’t apply. But that mindset shuts the door on growth.
We get stuck on pride. It’s natural to feel defensive, but when ego steps in, feedback starts to feel like criticism instead of support.
We treat it like a checkbox. Feedback isn’t a one-time event. It’s a conversation that keeps us grounded and accountable over time.
The more we treat feedback as a shared responsibility, the more we create a workplace where people feel seen, supported, and ready to improve together.
Feedback can be tough to give and sometimes even tougher to receive. But when it's done well, it builds trust, strengthens relationships, and helps everyone grow. Here are some best practices to make feedback feel more natural, supportive, and effective—whether you’re sharing it or hearing it.
Best Practices for Giving Feedback
Promote a Growth Mindset: Feedback works best when it’s seen as a way to grow, not as a critique. Encourage conversations that focus on learning and progress. Celebrate wins, acknowledge effort, and talk about challenges with a solution-focused mindset.
Make It a Habit: Don’t wait for a formal review. Small, everyday moments are a great time to offer feedback. Whether it’s a quick thank you, a suggestion for improvement, or praise for a job well done, consistent feedback builds trust and keeps communication open.
Invite the Conversation: Feedback should go both ways. Ask for input on your own actions, and be open to hearing it. Questions like, “Is there something I could be doing differently?” or “Was that helpful?” create space for honest, respectful dialogue. When people see feedback as a two-way street, they’re more likely to engage in it openly.
Watch for Emotional Reactions: Feedback can bring up strong feelings, even when it’s well-intentioned. Being aware of how you and others react can help keep the conversation productive.
If the feedback feels off, ask a clarifying question instead of brushing it off.
If a relationship is affecting how it’s received, try to focus on the message, not the messenger.
If it feels personal, remind yourself or others that feedback is about learning, not judgment.
Best Practices for Receiving Feedback
Follow Up With the Feedback Giver: Circle back with the person who gave you feedback to show you listened and acted. This keeps the door open for future conversations and helps confirm you’re heading in the right direction. Try: “I’ve been working on being more collaborative in meetings. Have you noticed any change?” or “Is there anything else I could improve?”
Write It Down: Keep a running log of the feedback you receive and what you do with it. This helps you stay accountable, reflect on progress, and track what’s working. You can use a notebook, app, or worksheet. Whatever keeps it simple and easy to revisit. To help you track and apply feedback in a structured way, you can use our downloadable Feedback Tracker.
Ask for Clarity: If feedback is vague, don’t guess. Ask questions to make sure you know what’s being asked and how to follow through. Try: “Could you share an example?” or “Just to be sure, you’re saying I should focus on being more concise during meetings, right?”
Break It Into Steps: Large feedback can feel overwhelming. Instead, choose one or two behaviors to work on at a time. If the goal is “delegate more,” start by assigning one task this week, then check in on how it went.
Throughout this module, we have explored what it means to be self aware in our actions, be transparent in how we work, and follow through on feedback. These skills form the foundation of accountability.
At MCPO, being accountable means showing up with integrity, doing what we say we will do, and helping others do the same. It strengthens trust across the office and supports the kind of reliable service our community expects.
You do not have to be perfect to be accountable. You just have to be consistent. Pay attention to your habits, speak honestly, and stay open to improvement. That kind of leadership makes a real difference, not just in how the work gets done, but in how people experience working together.
Reflection Questions:
When was the last time you gave someone feedback? How did you approach it, and would you change anything next time?
What’s one thing you can do this week to make your feedback clearer or more supportive?
How do you usually react to feedback, and what steps can you take to stay open and focused on growth?
What’s one way you can follow up with someone who’s given you feedback to show that you took it seriously?
Expand your understanding of the Feedback Loop with the following resources. Use this opportunity to refine your leadership skills and navigate challenges with the care and professionalism that define The MCPO Way.
Study: Employees Want Frequent Face-to-Face Feedback
Feedback is a Gift
Simon Sinek (video)
Overcoming Your Fear of Giving Tough Feedback
Melody Wilding
The Power Of Feedback: A Catalyst For Growth In Leadership And Employee Development