Introduction & Purpose

We kicked off our first roundtable of 2026 by tackling a topic that many of us find, frankly, a bit awkward: Feedback. Feedback is something that is too often missed or avoided simply because it feels uncomfortable. Our goal for this session was to change that narrative moving from “awkward to actionable” and learning how to use feedback as a genuine engine for productivity.

Overview of Discussion

We were thrilled to welcome back Lucy Quick from 3Cs Consultancy. Lucy brought her wealth of experience in agile coaching and business transformation to help us understand why feedback often hits a nerve. We explored the idea that feedback shouldn’t be a scary annual event, but rather a constant, helpful habit. We looked at the mechanics of “Adaptive Feedback” which is timely and specific, versus “Awkward Feedback,” which tends to be vague and personal.

Collaborative Insights

One of the best parts of our roundtable series is the shared experience in the room. This session sparked some great reflections on:

• Individual Preferences: We discussed how important it is to ask our team members how they like to receive feedback. Some of us prefer a quiet coffee catch-up, while others like to see things in writing so they can digest the information privately.
• The Global Lens: With many of us managing teams across different cultures and locations, we shared insights on how feedback styles need to adapt to be effective and respectful on a global scale.
• The Power of “Why”: We talked about replacing judgment with curiosity. Instead of correcting a behavior instantly, we practiced asking, “Help me understand how you approached this,” to uncover the “why” behind the work.

Key Takeaways

We walked away with some practical strategies that we can start using immediately:

• Go First: If we want a culture of feedback, we have to model it. By proactively asking our teams for feedback on our own performance, we prove that it’s a safe space for growth.
• Celebrate the Wins: We often forget that feedback includes “catching people doing something right.” Recognizing great work in public sets a clear benchmark for success.
• The 24-Hour Rule: When we receive feedback that stings, we learned the importance of pausing and reflecting before responding. This helps us separate the work from our personal identity.
• Avoid “Survey Fatigue”: If we ask for feedback, we must act on it. We discussed the importance of closing the loop so our teams know their voices are actually being heard.

Conclusion

This session was a great reminder that while feedback might always feel a little “gnarly,” it’s the only way we stop our improvement from being accidental. As we navigate the changes 2026 will surely bring, staying open to these conversations will be our greatest strength. We’re excited to take these “uncomfortable” moments and turn them into our most productive assets.