One of the most effective and often overlooked strategies is structured feedback. Whether it comes from direct reports, a coach, or even a partner at home, feedback provides leaders with a mirror. It reveals whether intentions are aligning with impact. Yet, in many organisations, feedback remains a neglected tool. Surprisingly, a significant number of senior leaders have never received direct, developmental feedback. Even more striking: many are deeply uncomfortable giving it. Why? I think it’s because feedback is often framed as criticism rather than what it truly is a tool for growth, a signal of trust, and a lever for accountability. When feedback is seen as a gift, it opens the door to real-time course correction and continuous improvement.