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Treat feedback as useful data you can act on, not a final judgment.
by Drew Robbins
3 min read
Grow With Purpose
The moments that change careers are not performance reviews but quick hallway comments and brave truths from colleagues who care.
In real teams, the moments that change careers are not performance reviews. They are quick hallway comments, post-meeting debriefs, and brave truths from colleagues who care. The first reaction is often defense, but those who pause, listen, and reflect turn critique into clarity and progress.
Leaders who make feedback a steady habit set the tone for growth. They ask for it early, thank people for their honesty, and follow up after trying a new behavior. Over time, teams learn to treat feedback as data, not as a verdict, and momentum replaces second-guessing.
Feedback can sting. It can feel like rejection. But when it's delivered with clarity and followed by investment, it becomes something else. It becomes a gift. One that keeps unfolding for years.
Feedback can sting. It can feel like rejection. But when it's delivered with clarity and followed by investment, it becomes something else. It becomes a gift.
— When No One's Keeping Score
What would change if your team treated feedback as useful information to act on this week?
Try This
Ask one colleague for a specific observation, then thank them without defending.
Notice What Happens
Watch your instinct to explain shift toward curiosity and action.
Share or Reflect
Name one behavior you will try differently for the next meeting or review.
Keep Going
Close the loop in a few days and share what you changed and what you learned.
If this resonates, share with your network so others can grow with purpose.
