Turning Feedback Into Fuel: How Trust-Driven Leadership Sparks Growth

Turning Feedback Into Fuel: How Trust-Driven Leadership Sparks Growth

What if feedback didn’t feel like failure—but felt like possibility?

For many teachers, even the word “feedback” triggers anxiety. It’s often associated with judgment, ratings, or being told what’s wrong. But what if we changed that? What if feedback became something teachers actually looked forward to?

As a school leader, I always say:

“I don’t know what I don’t know.”
And I truly believe that applies to all of us—teachers, leaders, support staff alike. We are all on a continuous journey of improvement. But that journey stalls if we view feedback as punishment instead of potential.

🧭 Rethinking the Role of Feedback in Education

We frequently discuss the importance of a growth mindset among students, but what about teachers? It is high time we applied the same principles - taking risks, reflecting, and resilience. Feedback should be considered a gift, not a "gotcha."

Unfortunately, educators often brace themselves for feedback as though it is a performance review rather than a learning opportunity. This reaction does not stem from resistance, but from fear. Fear of being misunderstood, of being labeled as inadequate, of being reduced to a checklist of tasks. As leaders, our responsibility lies in shifting the mindset and experience around feedback.

💡 The Power of Feedback When It’s Done Right

Let me share a memorable incident.

One of my veteran Pre-K teachers was stuck in a monotonous routine, with every circle time beginning in the same manner - same greeting, same structure, same energy. I gently suggested, "What if you started with a student-led question instead of the usual hello?"

The next morning, she walked into my office with a smile on her face. "You wouldn’t believe what happened. One of my quietest students asked if birds sleep in trees—and that turned into our whole morning lesson. The class was on fire." That's the potential of feedback when delivered with clarity, trust, and a spirit of partnership. It is not about fixing, but unlocking.

🛠️ 3 Ways Leaders Can Make Feedback Transformational

Transforming feedback into a tool for inspiration requires intentionality about both the message and the moment:

1. 🎯 Make It Specific and Actionable: General feedback like "great job" or "needs improvement" does not promote growth. Instead, provide practical, bite-sized suggestions - one small shift that could lead to immediate impact. You’re not handing out a to-do list—you’re handing out a roadmap.

2. 👥 Know Your People: Feedback is emotional. Personalities matter. Some teachers thrive on a challenge; others need space to process and reflect. Building relationships helps you understand how each educator receives information, ensuring your message is received with clarity rather than confusion.

3. 🚀 Make It Motivating: If feedback sparks excitement, you've succeeded. Your goal isn’t just to point out what could be better—it’s to help teachers see what’s possible. The best feedback moments are the ones where the teacher says, "I can’t wait to try that tomorrow."

🔑 The Real Foundation: Trust

Let's be honest—without trust from your team, none of this matters. Teachers will not be receptive to feedback until they feel seen, heard, respected, and safe. This level of vulnerability can only be achieved in environments where feedback is earned, not demanded. Therefore, leadership that is rooted in authentic trust will always outperform leadership rooted in authority.

📣 A Call to Every School Leader

If we desire teachers to demonstrate courage in their practice, we too must display bravery in our leadership. Thus, I challenge you to:

• 🟢 Transition your mindset from an evaluator to a partner.

• 🟢 Ensure your feedback is intentional, personalized, and inspiring.

• 🟢 Create a culture where feedback is a celebration of what lies ahead, rather than a reminder of what is missing.

Let's lead with curiosity, not compliance. Let's use every interaction as an opportunity to build, not break. Let's provide teachers with the kind of feedback that encourages them to say:

"That was helpful. I feel seen. I'm ready to grow."

Let's grow together. What is one small change you've made in your feedback approach that has made a significant difference? Share your insights in the comments or repost this with your own experiences. Let's build a feedback culture rooted in trust and transformation.

1. Andersen, E., & Buechler, S. (2017). The Behavioral Science of Leadership: An Interdisciplinary Japanese Research Program. Springer.

2. Chappuis, J., & Stiggins, R. (2017). An Introduction to Student-Involved Assessment FOR Learning, Pearson.

3. Edmondson, A. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.

4. Hattie, J., & Timperley, H. (2007). The Power of Feedback. Review of Educational Research, 77(1), 81-112.

5. Wiliam, D. (2016). Leadership for Teacher Learning: Creating a Culture Where All Teachers Improve So That All Students Succeed. Learning Sciences International.