Importance of Player Feedback

Having a Heart Means Giving Good, Actionable Feedback February is Heart Health Month, which got me thinking—what do I love most about being a leader and a CHRO? Helping people reach their full potential. I’m not the most emotive person—my leadership style can be analytical and results-driven. But caring about people isn’t about sentimentality; it’s about giving them the feedback they need to grow, celebrating their wins, and helping them improve. People want to know where they stand—what they’re doing well, where they can improve, and whether they’re achieving their goals. Feedback isn’t optional; it’s essential. It’s how leaders help individuals succeed while driving the business forward. I’ve always believed in the power of feedback, and I’ve seen firsthand how it helps people flourish. But feedback only works if it’s clear, direct, and timely. Too often, leaders avoid it because it feels uncomfortable or sugarcoat it so much that it lacks substance. Real feedback—both positive and constructive—should empower people to grow. Here are a few key principles I follow: Recognize Strengths & Good Work – Be specific. Instead of just saying “Good job,” highlight why it was good: “Your ability to simplify a complex issue helped align the team and move the project forward. Keep doing that!” Make It Specific & Actionable – Vague feedback like “Be more strategic” isn’t helpful. Instead, say: “Your presentation was strong—next time, adding a slide on long-term impact could make it even more compelling.”  Give Feedback in Real Time – The best feedback happens in the moment, not months later. Balance Praise with Growth Opportunities – If feedback is always negative, employees feel discouraged. If it’s only positive, they don’t know where to grow. Balance is key. Follow Up & Reinforce Growth – Feedback isn’t one-and-done. Checking in and recognizing progress shows that development matters. Leadership isn’t about making people comfortable—it’s about helping them grow in ways that are meaningful to them.

This highlights the mindset differences between average, good, & great performers: Average players want to be left alone. They prefer minimal feedback & just want to do their job without pressure or expectations. Good players want to be coached. They seek guidance, instruction, & support to improve their skills & performance. Great players want the truth. They don’t just want praise or advice; they want honest, direct feedback - even when it’s uncomfortable - because they know it’s the only way to reach their full potential. This applies not just to sports but to business and leadership. If you want a high-performing team, you need to create a culture where honest feedback is valued, not just what people want to hear. The best performers aren’t afraid of the truth - they use it to get better. "Excellence with Integrity" .

Feedback is a valuable communication process that offers information or responses to players and teams about their performance and behavior. It serves as a powerful compass for skill development and personal growth. But also, as in further developing and aligning team intentions. Understand that feedback is a tool for improvement, refining skills and competencies. Valuable feedback addresses specific behaviors, provides insights into skill enhancement, and aligns with personal and player journeys. Constructive criticism, aimed at improvement, is an asset, while unsolicited opinions that veer into the personal realm may not contribute meaningfully to development. However, in today's era of abundant opinions, it's essential to selectively sift through feedback. Stay true to your identity and authenticity as a player. Feedback should refine your development and performance, not reshape who you are. Embrace feedback that aligns with your goals, contributes positively to your growth, and aids in overcoming challenges on the field. It's important to recognize that comments, opinions ventilating is not feedback. So, for players facing this, for example, on social media, it's crucial to understand this as it leads to nothing positive. Feedback needs to be objective, well-rounded, and constructive. Recognize that constructive feedback may not always align with personal preferences or be easy to hear. The discomfort should stem from recognizing areas for improvement, not from the negativity of comments. Distinguishing between constructive feedback and negative opinions is a skill that allows you to filter out unhelpful criticism while embracing feedback that contributes meaningfully to your progress. Ultimately, the true essence of feedback lies in its ability to nurture your skills, enhance your game, and contribute to your personal and athletic development. As you navigate through the sea of opinions, let discernment guide you, ensuring that the feedback you embrace becomes a catalyst for your success and a valuable component of your unique soccer journey.