Feedback as a success factor: Why listening strengthens leadership

Good feedback starts with good listening

Feedback is one of the most effective levers for personal growth, team dynamics and organisational success. However, feedback often falls short of its potential in practice - not because it is not given, but because it is not properly received.

The reason? Listening.

Many managers underestimate how much active listening influences the quality of feedback. A really good feedback discussion is not a monologue, but an exchange. It's not just about giving feedback, but also about understanding the other person - their perspectives, emotions and challenges.

But how do you create a feedback culture in which listening doesn't just play a secondary role, but makes all the difference?

Why feedback often doesn't work

Have you ever received feedback that frustrated rather than inspired you? Or given feedback yourself that came to nothing?

Feedback often fails because of these four points:

1. it is perceived as criticism rather than an opportunity for development

People are naturally defensive when they feel they are being judged or attacked. If feedback is not given in a safe environment, it leads to resistance rather than growth.

2. it remains superficial and vague

"Well done" or "There's still room for improvement" are not helpful feedback. Good feedback is specific, comprehensible and linked to clear observations.

3. it is too one-sided

Feedback is often seen as a one-way street: One person talks, the other listens. But truly effective feedback is created through dialogue, not one-way communication.

4. listening is neglected

Many managers prepare intensively for what they want to say - but not for how they should listen. This is precisely what determines whether a feedback dialogue is successful or falls flat.

But how can it be done better?

Listening as the key to effective feedback

Those who listen well also give better feedback - because they not only observe, but also understand.

Three reasons why active listening transforms feedback:

1. it creates trust

When employees feel that their feedback provider is really listening and takes their perspective seriously, they are more willing to accept feedback.

2. it promotes real insights

The real problem often lies behind the first thing that is said. If you listen carefully, you can read between the lines and provide new insights by asking specific questions.

3. it makes feedback realisable

When listening means not just registering words, but really grasping what moves the other person, more targeted, individualised impulses can be given.

Five principles for better feedback conversations

How can listening be applied in feedback conversations? Here are five proven techniques:

1. feedback begins with a question, not a statement

2. the three-second rule - pause before the answer

3. ask open questions instead of interpreting

4. hear the unspoken feedback

5. feedback in motion - the power of the feedback walk

Conclusion: Listening as the basis for a strong feedback culture

Feedback is effective when it is understood as a joint learning process - and not as an evaluation or criticism. The best managers not only give feedback, they also actively listen to it.

Our "Wheel of Change" shows that sustainable change always requires five dimensions - just like feedback:

Understanding: Why is feedback important?
Believe: Trust that it promotes development.
Allow: Creating a culture in which open feedback is welcome.
Can: Use the right techniques for effective feedback conversations.
Want to: Establish feedback as an integral part of the corporate culture.

What does your feedback culture look like? Which of these techniques would you like to try out first?

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Annalena Löscher

Senior Associate

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