Imagine a world without feedback. I know we all have moments when we wish for less feedback. But a world with no feedback would leave me rudderless. It would be like leaving the harbor in a boat, moving forward, but not knowing if the forward movement was getting me closer to or further from my destination.

When a culture of feedback exists, a team’s culture and morale will not be shaken by feedback. In fact, individual​s and the team as a whole, expect feedback. They view feedback as a tool to improve how they communicate and collaborate to make work more enjoyable, productive, innovative, and meaningful.

One client told me, “At the end of every one-to-one check in, I ask my staff what feedback they have for me and everyone always says that they don’t have any. They all say things are great. Yet when the employee surveys came back, a percentage of the team ranked me low in terms of leadership”.

This is not an uncommon issue that I hear from directors and managers, but I have four steps that will help you.

Many people experience an excess of strife by constantly responding to the shoulds in their life. Have you noticed how “should” statements are often used to convince us something is “the best,” when they really just restrict and minimize us? Here’s a few ways to turn those “shoulds” around.