Theme: Lead Through Communication

Week 2 was about mastering how we communicate to create trust, clarity, and cohesion. We opened the week by setting a clear tone. We built momentum midweek by asking the right question to help someone move forward. And now, as we close the week — we take on the most courageous form of communication:

Feedback.

Not the awkward, scary kind.

But the kind that grows people, strengthens trust, and elevates the team.

Because the truth is this:

Feedback isn’t a skill reserved for managers.
It’s a responsibility for every team player who wants to lead with impact.

Why Feedback Culture Is the Heartbeat of Great Teams

Let’s cut through the myth:
Feedback is not about performance reviews.
It’s not about calling someone out.

It’s about calling someone forward — to their potential, their growth, and their power to contribute.

According to Gallup:

• Teams that receive regular feedback see a 12.5% boost in productivity
• Employees who feel they receive meaningful feedback are 3.6x more likely to be engaged
• Peer-to-peer feedback increases trust and collaboration across departments

Yet most teams avoid it.
Why? Because feedback is tied to fear.

Fear of:

• Being too blunt
• Hurting someone’s feelings
• Saying the wrong thing
• Not knowing how to word it
• Seeming “bossy” if you’re not the manager

So we stay quiet — and the team stays stuck.

The Challenge — Deliver One Constructive or Celebratory Feedback Moment

🟩 When to Do It
📅 Friday — before wrap-up, during a 1:1, Slack message, stand-up, or casual chat.

🟩 What to Do

Choose one teammate and do one of the following:

1. Give Specific Praise
   Call out something they did well — not just the result, but the how.
2. Offer Constructive Feedback
   Name one thing that could be done better — with care, clarity, and no blame.

💬 Examples (Praise):

• “I noticed how you created space for others in the meeting — that shifted the tone.”
• “Your consistency on that task really helped the rest of us focus.”

💬 Examples (Constructive):

• “Next time, if we loop each other in earlier, I think we’ll avoid last-minute stress.”
• “You’ve got great ideas — I think if you spoke up earlier in meetings, they’d land even better.”

Why This Challenge Changes Teams

Feedback done right:
✅ Shows you care about the person
✅ Shows you’re invested in the team
✅ Creates a growth loop, not a perfection trap

It says:

“I see you. I respect you. And I believe we can grow together.”

And here’s the kicker:
You don’t need authority to do this.
You just need presence and intention.

What Skills This Builds

✅ Growth mindset
✅ Courageous communication
✅ Listening and observation
✅ Conflict prevention
✅ Emotional intelligence
✅ Culture shaping
✅ Peer leadership

This is the soft skill that produces hard results.

Pitfalls to Watch For

🚫 Being vague:
“Good job this week!” = forgettable.

✅ Say: “You led that client call with calm confidence — it grounded everyone.”

🚫 Waiting for a perfect moment:
Perfect moments don’t exist. Leadership moves in small openings.

🚫 Overthinking it:
Feedback doesn’t need to be profound. It needs to be real.

🚫 Holding back because you’re not the boss:
Your title doesn’t give you the right to lead. Your care does.

How to Do This in 3 Steps

1. Pick a moment:
   What stood out this week? Good or improvable?
2. Frame it with respect:
   Praise = highlight the impact.
   Constructive = start with belief in their potential.
3. Deliver it cleanly:
   No fluff. No over-apologising. Just clear, kind communication.

💡 Bonus tip: Use the SBI model — Situation, Behavior, Impact

“In the Tuesday meeting (Situation), you redirected us when we got off-track (Behavior), and it helped us stay focused (Impact).”

Real-World Use Cases by Role

🔹 Team Leads: End your week with a team-wide praise moment. Spotlight unsung heroes.

🔹 New Joiners: Give praise to someone who helped you — it builds bonds fast.

🔹 Project Managers: Offer constructive feedback in retrospectives.

🔹 Sales Reps: Thank a colleague for how they supported your follow-up process.

🔹 Support Teams: Share quick feedback with a peer who stepped up in a tough moment.

The Feedback Loop That Builds Culture

Want a feedback culture that sticks?

Do this:
✅ Make it weekly
✅ Make it normal
✅ Make it visible
✅ Make it safe

For example:

• Start a #friday-feedback thread
• Ask: “Who do you appreciate this week?”
• Include: “One thing I learned this week about how I show up”

This blends recognition + self-reflection — the two most underrated levers in team culture.

FAQ – Honest Questions Answered

❓ What if I’m nervous they’ll take it the wrong way?
Use “I” language. Anchor in your intent to support. And if it’s real, they’ll feel it.

❓ What if no one gave me feedback this week?
That’s okay. Lead by modeling it first. Cultures shift from consistency, not fairness.

❓ What if I can’t think of anything?
Slow down. Think: Who supported me? Who made progress? Who showed up well?

❓ What if I mess it up?
Then you’ll grow. And maybe they will too.

Weekly Impact Summary – What This Challenge Unlocks

By delivering one meaningful feedback moment on Friday, you:

✅ Strengthen relationships
✅ Encourage growth without pressure
✅ Normalize care-based accountability
✅ Shift the culture from silence to support
✅ Build trust that scales

Want to Build This Culture Weekly?

Coach Faisal London delivers a powerful weekly rhythm of leadership development designed for real-world impact.

Every week, your team gets 3 leadership challenges like this:
✅ Monday: Start Strong
✅ Wednesday: Lead the Moment
✅ Friday: Reflect & Grow

Each one is:

• Designed for your industry
• Tailored to your team structure
• Practical for busy work environments
• Built to transform behaviour, not just mindset

Leadership isn’t just what you say in a training.

It’s what you practice in your team — when it’s midweek, messy, or meaningful.

Book Your 15-Min Discovery Call

Let’s build a custom challenge series that brings this to your team — weekly.

📅 Book a 15-min call
🌐 Learn more: bycoachfaisal.co.uk

About Coach Faisal London – Team Leadership Development

Coach Faisal London helps forward-thinking teams turn culture into a weekly habit.

We don’t run workshops that are forgotten.

We embed micro-challenges that build:
✔️ Self-leadership
✔️ Feedback fluency
✔️ Trust and presence
✔️ Emotional resilience
✔️ Collaboration that’s felt — not forced

We’ve helped teams across tech, non-profits, government, and education embed actionable leadership into their real workflows.

Because in the end, leadership isn’t the title you carry.

It’s the moment you choose to lift someone else — with just one sentence.

Final Reflection: What If Everyone Gave Just One Feedback Moment Today?

Imagine this:

Every Friday, across your company, people are:

• Naming what they appreciated
• Reflecting on what they learned
• Offering ideas for improvement
• Celebrating small wins
• Growing in emotional maturity

This doesn’t take hours.

It takes intention.

This is how you build teams people love to stay in — and leaders people love to grow with.

Ready to make feedback part of how your team leads?

Let’s build the habit.