Feedback culture is one of the clearest indicators of team health – and yet, it’s also one of the most fragile. Delivery leads are often at the centre of how feedback flows. What we model, how we respond, and the practices we establish all shape whether people feel safe to speak up or scared to say anything at all.

Inclusive leadership isn’t just about what gets delivered. It’s about how we listen – especially when the message is uncomfortable.

Why Feedback Is the Heartbeat of Psychological Safety

Psychological safety thrives when feedback can be exchanged freely. But it doesn’t happen by default. People scan for signals:

• Will my input be welcomed, or resented?
• What happens if I disagree with someone?
• Does this team value constructive challenge – or just consensus?

Delivery leads can tip the balance. When we welcome challenge, say thank you for uncomfortable truths, or ask “What am I missing?”, we create a feedback culture that isn’t just functional – it’s inclusive.

Designing Feedback Environments That Include

Too many teams treat feedback like another part of their retro or a performance checkpoint. Inclusive leaders make it a daily practice. That means:

• Normalising disagreement as a sign of engagement, not conflict
• Decoupling feedback from evaluation – so people can be honest without fear of punishment
• Creating feedback moments outside formal channels (chat, async forms, peer reviews)

It also means recognising that how we receive feedback matters most. Defensive reactions or “we’ll take it away” responses stall growth. Active listening – paired with visible follow-up – signals safety and trust.

What Delivery Leads Can Ask Themselves

Not sure where to start? Try these reflection prompts:

• When was the last time someone disagreed with me – and I welcomed it?
• Do I create feedback opportunities that don’t require live confrontation?
• Have I shown vulnerability after receiving feedback from the team?

Remember: the way you react in feedback moments sets the tone for everyone else.

From Feedback to Culture Shift

Inclusive feedback cultures don’t emerge overnight. But they grow through intentionality. Small choices – asking early, listening deeply, responding visibly – can reshape what’s possible in your team.

So here’s your challenge this week: Find one feedback habit you can tweak to make it more inclusive. Not perfect. Just intentional.

Let’s lead not just for outcomes, but for openness.