Feedback can be a powerful tool for growth, but it often comes with its challenges—especially for women in leadership roles. In this enlightening Q&A, leadership expert Reagan Cannon shares her personal experiences, lessons, and strategies for giving and receiving feedback effectively. From the importance of trust to finding the balance between encouragement and accountability, Reagan’s insights are invaluable for professionals navigating the complex dynamics of workplace communication.

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How has feedback played a role in your professional growth?

Reagan Cannon: Feedback has been critical in my career, and certain moments stand out vividly. One example is a vice president named Belinda Rodriguez, who became a mentor and a treasure in my professional life. When I transitioned from leading a call center to becoming a chief of staff at a high executive level, I found myself surrounded by senior leaders—vice presidents, senior vice presidents, and executive vice presidents.

Belinda gave me advice that changed everything. She said, “Reagan, I love your personality and passion—be yourself. Just turn the volume down a little. Don’t change who you are; you’re amazing. But in a senior environment, you want to ensure people hear you without being overwhelmed.”

That wisdom helped me adapt my natural enthusiasm to the room’s dynamics. Feedback like hers inspired me to provide the same thoughtful coaching to others throughout my career.

Did your approach to giving feedback change due to your experiences?

Reagan Cannon: Absolutely. I realized that leaders often avoid giving feedback under the guise of not wanting to hurt someone’s feelings. In reality, it’s often about avoiding discomfort for themselves. Early in my career, I was guilty of this. I wanted to be liked, and I feared people wouldn’t like me if I gave honest feedback.

But I learned that withholding feedback is a disservice. One experience that stands out is when I finally told a team member something that had been discussed in talent calibration sessions for years. It turned out no one had ever told them! They appreciated my honesty and finally had the information they needed to improve. That moment was a turning point—I decided to be brave and provide the feedback people need to grow.

Is giving feedback as a female leader easier or harder?

Reagan Cannon: It’s undeniably harder. Erin Meyer, author of The Culture Map, puts it perfectly: female leaders face dual expectations. We’re expected to be warm and nurturing while also being tough and competent. Balancing those expectations can feel impossible.

Early in my career, I saw a vice president named Denise give feedback that was both direct and kind. She delivered it thoughtfully and with a smile. I was mesmerized by how she managed to be honest without coming across as aggressive. It took me years of trial and error to find my own balance.

At first, I was too nice—afraid to upset anyone. Later, I overcorrected and delivered feedback too harshly, once even making an employee cry. But through practice, I learned to create a blend of encouragement and challenge. When a former team member later told me I was the most encouraging and challenging boss they’d had, I knew I’d found the right balance.

How does trust impact giving and receiving feedback?

Reagan Cannon: Trust is everything. One of my biggest frustrations is when leaders only give feedback during annual reviews. Feedback shouldn’t be reserved for formal occasions—it should happen consistently.

Positive recognition is the foundation of trust. Harvard Business Review found that high-performing leaders give six positive pieces of feedback for every negative one. That constant recognition builds emotional deposits, making it easier for employees to receive constructive criticism. When feedback is grounded in trust, it’s seen as helpful rather than destructive.

As Christians, how should we approach feedback?

Reagan Cannon: Jesus provides the ultimate example of how to give feedback. His approach was rooted in teaching and love. Before offering correction, He set clear expectations, like in the Sermon on the Mount. Only after teaching and ensuring understanding did He provide correction—for example, when He said to Peter, “Get away from me, Satan. You are a dangerous trap to me.”

As Christian leaders, we should adopt a teaching mindset first, ensuring we’ve clearly communicated expectations. Feedback can then flow from a place of care and love, making it more likely to be received well.

What is one feedback situation you’d handle differently?

Reagan Cannon: Early in my career, I managed phone technicians in Beverly Hills. When I noticed one technician’s GPS location didn’t align with where he was supposed to be, I immediately assumed he wasn’t doing his job. I even drove to the location to “catch” him, only to find out later he was assisting a colleague with a complex task in a challenging environment.

Instead of leading with questions, I led with judgment. The trust between us was shattered. I learned that curiosity and listening are critical in feedback. Leading with trust and understanding sets the stage for meaningful conversations.

Key Takeaways for Leaders

• Feedback is a Skill: It requires practice and reflection to deliver feedback that is both honest and empathetic.
• Balance Encouragement and Accountability: Aim to be supportive yet direct, creating an environment where growth is celebrated.
• Build Trust First: Establish trust through consistent recognition and positive reinforcement. This makes constructive feedback easier to accept.
• Lead with Curiosity: Start feedback conversations with questions, not assumptions. Listening builds trust and ensures fairness.
• Be Bold and Compassionate: Feedback isn’t about being liked; it’s about helping others reach their potential.

Whether you’re navigating dual expectations as a female leader or striving to create a culture of trust, remember: feedback is a gift. When given thoughtfully, it has the power to transform teams, careers, and relationships.

Reagan Cannon is an international leadership speaker and coach, with proven tactics and insights from over 20 years of experience at Fortune 15 companies, including executive leadership positions at Amazon and AT&T. As a true global thought leader, she has delivered keynotes, coached global leaders, delivered a TEDx talk, and conducted development workshops for thousands of people in more than 20 countries—on six continents.  

As a certified career and executive coach, Reagan is highly sought after for leaders looking to scale their leadership and fast-track their career. 

In her book, The Cure for Career Quicksand she teaches her time tested “Reagan’s Rules,” the guiding tenets which allowed her to quickly ascend from entry level manager to executive, eventually leading organizations of 10,000 people.  

Passionate about advancing women, she conducted nationwide research, which is the basis of her TEDx talk, “The Real Reason Women Aren’t Promoted.”