Too often, leaders become messengers of secondhand opinions—”Someone told me you’ve been…” But this kind of feedback is dangerous. It lacks context and invites defensiveness.
Effective feedback must come from direct observation. If you’ve seen the behavior, felt the impact, or heard the words yourself—speak up.
When others bring you feedback meant for someone else, redirect them: “Have you told them directly?” Encourage ownership, not whispers. Lead with clarity.
Feedback from experience builds trust, growth, and real accountability. Anything less risks undermining them all.
Where might you be unintentionally acting as a middleman instead of a leader ?
How might your culture shift if feedback always came from the source ?
