The R & R Newsletter: From Bottleneck to Breakthrough

Doing it all yourself feels faster, but it leaves you bottlenecked. Today’s reset goes one layer deeper.

Even when leaders delegate, many fall into a hidden trap: giving feedback only at the finish line—or worse, taking work back and redoing it. That builds dependency, not capability.

Insight & Shift

Feedback isn’t seasoning sprinkled at the end. It’s the daily rhythm that turns effort into capability.

What’s more common? Vague praise (“good job”), delayed critique (“see you at review time”), or one-way correction (“you need to improve”). The result: discouragement.

People crave leaders who create a steady rhythm of growth conversations in both directions.

Tools & Practices

Each of these feedback tools takes less than minimal effort, but compounds in value over time:

🛠️ The Feedback Flow Process: Observe-Prepare-Ask

1. Observe the work in progress (not just at completion)

2. Prepare specific, actionable guidance with the intent to foster growth

3. Ask coaching questions to promote self-discovery about how you could better support skill development

🛠️ The Two-Way Feedback Script
After you offer guidance, create an opening for them to respond. Ask a simple, powerful question: “What’s one thing I could do that would help you more?”

Leaders who invite feedback model that growth is shared, not one-way.

🛠️ The Leader-as-Coach Question Bank
Instead of providing the answers, prompt their own thinking. Try asking:

• “What do you see as the next step?”

• “What would you try differently next time?”

• “What resources would help you succeed with this?”

Questions turn feedback from a critique into co-creation.

📊 Wondering how you’re measuring up? Reflect on these Feedback Quality Indicators:

• Did I give feedback this week (weekly/daily touchpoints)?

• Was the feedback specific (how situation-specific and actionable was it)?

• Did I invite feedback back (balance between giving and receiving)?