Feedback Fuels Growth
Tue Sep 30 2025
In this episode of Outside the Box, we dig into the art and the struggle of giving and receiving feedback. Leaders in fire and EMS know it is uncomfortable, but it is also essential for fostering growth, building trust, and cultivating a strong culture. From “you should know better” frustrations to timely, specific coaching, we unpack how feedback can build people up instead of breaking them down. We also flip the mirror on leaders, because it is not just about giving feedback, it is about being open to hearing it ourselves.
Feedback feels uncomfortable because it forces us to confront not just our performance, but also our behavior, and often at inopportune times. Yet vague feedback like “good job” is rarely enough. The most effective feedback is timely, specific, and focuses on actions rather than personality, demonstrating belief in someone’s potential rather than criticism of who they are. At the same time, receiving feedback requires humility and perspective, as it can either bruise egos or build credibility depending on how we handle it.
Ultimately, feedback is not just advice; it is one of the most powerful tools leaders have to shape culture, inspire growth, and develop trust within their teams. The question every leader must ask is this: Are we willing to give it honestly and receive it openly?
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In this episode of Outside the Box, we dig into the art and the struggle of giving and receiving feedback. Leaders in fire and EMS know it is uncomfortable, but it is also essential for fostering growth, building trust, and cultivating a strong culture. From “you should know better” frustrations to timely, specific coaching, we unpack how feedback can build people up instead of breaking them down. We also flip the mirror on leaders, because it is not just about giving feedback, it is about being open to hearing it ourselves. Feedback feels uncomfortable because it forces us to confront not just our performance, but also our behavior, and often at inopportune times. Yet vague feedback like “good job” is rarely enough. The most effective feedback is timely, specific, and focuses on actions rather than personality, demonstrating belief in someone’s potential rather than criticism of who they are. At the same time, receiving feedback requires humility and perspective, as it can either bruise egos or build credibility depending on how we handle it. Ultimately, feedback is not just advice; it is one of the most powerful tools leaders have to shape culture, inspire growth, and develop trust within their teams. The question every leader must ask is this: Are we willing to give it honestly and receive it openly?