Think feedback has to be formal, scheduled, and focused on what’s going wrong? Think again. The real secret to effective feedback lies in understanding it’s happening all around us, all the time – and most of us are missing huge opportunities to help our teams grow.

Lisa Sansom joins the podcast to share insights from her doctoral research on workplace feedback. As a positive interventionist with over 20 years in organizational development, Lisa reveals why most feedback falls flat and how leaders can transform their approach to create real impact.

In this conversation, Lisa debunks common feedback myths and explains why the relationship between manager and employee matters more than any technique. She breaks down the essential elements of effective feedback and shares practical strategies that new leaders can implement immediately.

Whether you’re avoiding feedback conversations altogether or wondering why your team doesn’t seem to hear what you’re saying, this episode will give you a completely new framework for making feedback a powerful tool for growth rather than a dreaded obligation.

Key Highlights

• Feedback isn’t just about what’s going wrong – it can and should highlight what’s working well
• We give and receive feedback constantly through body language, reactions, and informal interactions
• What NOT to do: address individual performance issues in team meetings instead of one-on-one conversations
• Trust must be established before feedback can be effective – focus on caring, competence, and relationship-building
• Effective feedback is timely, specific, and tailored to the individual receiving it
• Novices benefit more from positive feedback to build commitment, while experts crave constructive feedback to improve
• The “sandwich method” confuses people – just say what needs to be said directly and kindly
• Buffer phrases like “I’m not sure how this will land, but…” help ease into difficult conversations
• High performers need more specific feedback than “good job
• When receiving feedback as a leader, get curious rather than defensive and ask for specifics

Resources/Links Mentioned

• SBI Feedback Model (Situation, Behavior, Impact)
• Lisa’s LinkedIn: https://www.linkedin.com/in/lisasansom/
• LVS Consulting: https://www.lvsconsulting.com/
• Gallup research on meaningful feedback: https://www.gallup.com/workplace/357764/fast-feedback-fuels-performance.asp

Guest Bio

Lisa Sansom is the owner of LVS Consulting, a boutique consulting firm focused on building positive and effective organizations. She’s a certified coach at the PCC level with the International Coaching Federation and has been working in organizational development, leadership development, and change management since 2000.

Lisa holds her MBA from the Rotman School of Management and completed her Master of Applied Positive Psychology from the University of Pennsylvania in 2010, making her one of the first five Canadians to earn this degree. She’s currently pursuing her Doctor of Business Administration at Royal Roads University, researching the workplace impacts of positive feedback. Lisa is also a founding board member of the Canadian Positive Psychology Association and has presented at the International Positive Psychology Association’s World Congress four times.