You give feedback. You think you’ve been clear. You even follow up.

But still… Nothing changes.

The same issues repeat. Performance stalls. And you start to wonder, “What’s not working here?”

Most leaders I coach aren’t short on insight. What they’re short on is impact.

The truth? Feedback is not just about being right. It’s about being received.

My Journey With Feedback (The Uncomfortable Truth)

Early in my career, I had a manager who never gave feedback.

For months, I worked in the dark. No praise. No direction.

When the performance review time came, I was stunned. His rating for me was lower than I expected. Worse – I had no clue what led to it. He never said a word. I felt blindsided.

Later, I had another manager whose favorite word was “stabilt” – “it’s stable.”

What does that mean? Am I doing well? Should I improve something?

What exactly is “stable” supposed to tell me?

And then there were others who gave generic feedback: “You need to be more proactive.” “You need to be more technical.” “You need to work on your communication.”

But in what context? What does “more technical” mean for a systems engineer?

What kind of communication are we talking about – presentation? Emails? Stakeholder updates?

Feedback like that doesn’t guide. It distracts. It creates confusion, not clarity.

The 5 Feedback Personas: Which One Are You?

Over the years – in my own leadership and through hundreds of coaching conversations – I’ve noticed most leaders fall into one of five categories when it comes to feedback:

1. The Ghost

“No news is good news.“

This leader gives little to no feedback at all.

Team members operate in the dark. They only find out something’s wrong when it’s too late.

Pitfall: You create anxiety and disengagement. Silence breeds fear, not performance.

2. The Cheerleader

“You’re doing fine… I think.”

This leader wants to be supportive but gives vague reassurances like “keep it up” or “it’s going well.”

Pitfall: Your team doesn’t know what success looks like — so they coast or guess.

3. The Philosopher

“You need to be more…“

This leader offers abstract feedback like “be more strategic,” “increase impact,” or “improve visibility.”

Pitfall: Generic feedback feels like smoke. It gives no direction. It leads to confusion and wasted effort.

4. The Engineer

“Let me give you a precise breakdown.“

This leader is highly structured and task-focused – giving clear but mechanical feedback. It’s logical… but cold.

Pitfall: Feedback lacks empathy. It feels like a performance review, not a leadership conversation.

5. The Connector

“Let’s talk about what’s working – and what can grow.“

This is the leader we want to become. They build trust first, give feedback in context, and follow through with care.

They turn feedback into action – because the team knows it’s coming from a place of service.

So… Which One Are You?

Here’s what I believe: You don’t need to become someone else to lead better. But you do need to close the gap between what you say… and what they do.

Feedback that changes behavior doesn’t start with criticism. It starts with connection.

3 Shifts to Close the Feedback Gap

Here’s what I’ll be teaching in my LIVE FREE training session:

1. Connect Before You Correct

Use John Maxwell’s Law of Connection:

“You have to touch a heart before you ask for a hand.”

2. Frame Feedback as Value, Not Verdict

Apply the Law of Addition:

“Leaders add value by serving others.” Let people know you’re for them — not just over them.

3. Secure a Commitment, Not Just Understanding

Use Cialdini’s principle of Commitment & Consistency. Don’t just ask, “Do you get it?” Ask, “What’s one action you’ll take from this conversation?”

Join Me Live

If any part of this resonates – if you’ve ever wondered why your feedback isn’t landing – I’d love to invite you to the first session of my new LIVE FREE series.

🔧 The Feedback Gap

Why Your Team Isn’t Acting on Your Feedback (And How to Fix It)

📅 April 1st

🕒 8 AM CET

💻 Free Zoom session

🎁 Bonus: You’ll receive my Feedback-to-Action Blueprint

👉 [Register here]

This is more than a talk. It’s a working session – practical, real, and immediately applicable.

Let’s close the gap. Together.

Florin