IF THIS LANDED IN YOUR INBOX TODAY, IT MIGHT BE BECAUSE THERE’S SOMETHING WORTH LISTENING TO, NOT CORRECTING.
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SCROLL DOWN FOR TODAY'S VIDEO TIP!
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An executive called into the conflict resolution hotline after their engagement survey results came in, and on the surface this should have been a great moment, because the whole point of these surveys is to understand where leadership needs to grow, not to confirm that everything is already working.
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What made this one interesting is that their teams were actually doing really well, employees were engaged, morale was strong, and the environment below them was clearly working, but when it came to how they themselves were being experienced as a leader, the scores dropped, and instead of slowing down to understand why, the reaction went straight into frustration.
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They started calling people one by one, questioning the results, pointing out the lower ratings, and then assigned a book to read as a consequence, not as support, not as development, but as a way to make sure it didn’t happen again, and in that moment the entire purpose of the survey was lost.
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When feedback is met with pressure instead of curiosity, people start holding back, and once that happens, leaders lose access to what is actually happening on their teams, which means the gap they were trying to understand never really gets addressed.
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What stands out here isn’t the survey itself, it’s how it was handled, because this is usually where you see the difference between leaders who actually grow and those who don’t, especially in moments where things don’t land the way they expected.
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And this is the part I want you to really sit with, feedback on its own isn’t the issue, it’s how you respond to it that either builds trust or slowly chips away at it, especially when people start to feel like being honest might come with a cost.
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If you’ve ever felt that reaction rise up, the frustration, the urge to explain, the instinct to push back, that’s not the moment to get louder, that’s the moment to get curious, because your response right there is what teaches your team whether it is safe to tell you the truth or safer to stay quiet.
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And if the goal is to build a team that actually engages, speaks up, and trusts you, then what really matters isn’t how positive the feedback is, it’s how you handle it when it isn’t.
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If this hit a little, take it with you into your next conversation and just notice how you respond. And if you ever want to talk something through, you know where to find me!
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If this feels familiar, you’re not the only one, it shows up more than people admit, and if you ever want to talk through one of these moments, I’m here.
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📺 Click HERE to watch this week’s video tip
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🧠 Coaching That Doesn’t Just Inform—It Awakens
Ever wonder what it actually feels like to work with me?
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Carol’s Books You Can Get Now!🎉📚
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The book I had the absolute privilege of co-authoring is also on Amazon, and I couldn’t be more elated to share it with you all! 💫📚
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The Lunar Book is packed with leadership lessons from many voices – a diverse collection of insights and experiences that’ll inspire and elevate your journey. 🌙
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Packed with real-life stories of corporate lions 🦁, this book offers powerful strategies to help you lead with authority and ease. 🎯
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Here’s a fun fact: You CAN find the perfect fit for your team every time with The Predictive Index. Tap the image below to find out more!
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About Carol:
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The Lion Tamer's Court, 16312 Highgate Drive, Riverside, CA 92503
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