Hi!

Feedback shapes nearly every conversation we have as communicators, whether we're counseling leadership, translating input across functions, or developing our teams. Our September Comm Convo explored how to give and receive it while strengthening (vs. inadvertently straining) relationships. Replay available here for T2B Pro and Student members.

Here are our top 10 takeaways for building healthier, more effective feedforward dynamics, focusing on future potential rather than the past:

1. Replace "You Should" With "What If." Frame developmental conversations as possibilities rather than deficits, to reduce defensiveness and open pathways for growth.

2. Visualize Side-by-Side Partnership. Picture yourself sitting beside the person looking at shared data or challenges together, rather than across from them in an evaluative posture, to shift from hierarchy collaboration.

3. Ask "What Are You Hoping I Get From This Conversation?" When receiving confusing or potentially hurtful feedback; this leveling question helps align intent with impact and can reset unproductive dynamics.

4. Filter Feedback Through Clarity, Tone, and Impact. Decide if input represents strategic direction or stylistic preference, translate it into language recipients can act on, and protect the energy and intent of the work throughout.

5. Trust Expertise When You Don't Know. When partners bring specialized knowledge, acknowledge your uncertainty and give them room to excel. Vulnerability strengthens collaboration more than over-directing from a limited view.

6. Name the Invisible Hierarchies Explicitly. State out loud that "everyone's input is invited here" to dismantle unstated permission structures that silence junior team members and underrepresented voices.

7. Pre-Wire Opportunities for Junior Voices. Reach out before high-stakes meetings to prepare less experienced colleagues. Turning the spotlight into a moment of preparation can transform nerves into confidence.
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​8. Remember That Character Stays While Titles Are Temporary. Anchor your identity in how you show up – not just your current title. Titles are “rented;” character is lasting.

9. Separate Corrective Feedback From Annual Reviews. Keep performance reviews forward-looking. Save specific corrections for real-time, bite-sized feedback so they don’t carry the weight of formal evaluation.

10. Honor the Impact of Recognition. Express specific gratitude for contributions that exceeded expectations. In fast-paced environments, appreciation feeds the soul as much as strategy fuels the work.

Thanks to everyone who joined and shared their own perspectives, experiences, and yes, feedback in this session.

Don’t miss our next Comm Convo on October 23rd, where we’ll turn our attention to the biopharma communications expertise paradox—examining how we balance being strategic comms generalists while developing the deep scientific knowledge our specialized industry demands. Registration will open soon!

Lynnea

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