If you’re a leader, you probably already know that giving feedback can be just as nerve-wracking as receiving it. Research backs this up — both giving and receiving feedback can trigger stress responses similar to facing a physical threat. But understanding how our brains work in these situations can help us create better feedback cultures.
Dr. David Rock, Co-Founder and CEO of the NeuroLeadership Institute, tackled this topic in a recent episode of The 90th Percentile: An Unconventional Leadership Podcast. He explored how neuroscience can make feedback more effective and less stressful. According to Dr. Rock, the key lies in your leadership style. Leaders who prioritize authority often avoid feedback to maintain their control and status, while those who embrace servant leadership invite feedback, focusing on humility and growth. Another game-changer? Adopting a growth mindset — it shifts feedback from being a stressful experience to a valuable opportunity for learning.
To foster a healthy feedback culture, creating psychological safety is essential. Processing feedback requires a cognitive mechanism called mental contrasting, where someone compares how they’re doing now to an improved future version of themselves. However, this process gets disrupted if the feedback feels judgmental or threatening. Dr. Rock notes that encouraging people to ask for feedback, instead of imposing it on them, can halve stress levels for everyone involved — making the feedback ultimately more effective.
He also points out that lasting change starts with senior leaders. When they model respectful feedback-seeking behavior, it sets the tone for the entire organization. Creating an environment where feedback feels safe and empowering turns it into a tool for growth instead of a source of anxiety. Want to dive deeper? Check out the full episode of The 90th Percentile: An Unconventional Leadership Podcast. It’s packed with practical insights to help leaders transform the feedback experience.
