Feedback is one of the most powerful tools you have as a leader in your veterinary practice. It shapes performance, drives improvement, and strengthens your team. But let’s face it—feedback doesn’t always work the way we want.

Too often, feedback feels like criticism. It puts people on the defensive, creates disengagement, and leads to compliance instead of growth. But what if your feedback could inspire genuine improvement and bring out the best in your team?

Let’s explore how you can deliver feedback that truly makes a difference.

The Problem with Traditional Feedback

Why does feedback so often fail to achieve its purpose? The problem lies in how we approach it.

When we focus only on what went wrong, we unintentionally trigger a negative emotional response. This defensive state shuts down the cognitive part of the brain—the part responsible for problem-solving and growth. Instead of improving, team members become defensive, deflect blame, or disengage entirely.

And here’s the thing: Even when people comply, if your feedback leaves them feeling disengaged or undervalued, you haven’t achieved your goal. A disengaged employee might complete a task correctly once, but they’re less likely to bring their best effort tomorrow.

It’s time to shift how we think about feedback.

Shifting the Feedback Mindset

It’s tempting to see feedback as a tool for pointing out errors. After all, how can things improve if we don’t address what’s going wrong? But this approach often falls short—not because it’s wrong to highlight mistakes, but because it focuses solely on avoiding failure rather than inspiring excellence. Feedback should do more than correct; it should elevate.

The key shift is moving from "fixing mistakes" to "creating opportunities for growth." When we frame feedback as a means to unlock potential rather than as a response to shortcomings, we engage our team in a meaningful way. Feedback becomes a bridge to their best work, not just a shield against errors.

Empowering Your Team

Think about this: What if the next conversation you have with a team member helps them feel empowered to grow, rather than defensive about what went wrong? Imagine how that might change not only their performance but also their sense of purpose in the practice.

This mindset shift isn’t just about being kinder—it’s about being more effective. When we focus on growth, we activate the areas of the brain responsible for innovation, reflection, and progress. In contrast, a "fixing mistakes" mindset often triggers defensiveness and disengagement.

By adopting a feedback mindset that emphasizes opportunity, you create a culture where your team feels supported in striving for excellence. Feedback becomes a tool not just for correction but for connection and collaboration.

Key Strategies for Effective Feedback

Effective feedback isn’t about what you want to say—it’s about what helps your team improve. These strategies will ensure your feedback leads to real growth:

1. Use Questions to Engage

Questions are your most powerful tool for effective feedback. They shift the focus from judgment to exploration, engaging the cognitive part of the brain where learning happens.

• “What was your process here?”
• “What do you think worked well, and what could be improved?”
• “How do you think we can make this process more effective next time?”

These questions help your team take ownership of their improvement. Instead of telling them what went wrong, invite them to identify solutions. This approach builds confidence and accountability, paving the way for meaningful change.

2. Incorporate Stories to Connect

Stories help people see themselves in a larger context. They reduce defensiveness and inspire action.

For example, instead of saying, “You need to handle frustrated clients better,” try sharing a story:

“I’ve seen other team members struggle with client interactions too. One thing that’s helped is taking a deep breath and asking the client an open-ended question to defuse the tension. Would you like to try that approach next time?”

This method shows empathy, normalizes challenges, and opens the door for collaborative problem-solving.

3. Seek Permission Before Giving Feedback

Permission questions set the tone for constructive dialogue and ensure your team is ready to engage.

• “Can we talk about this process and how we can improve it together?”
• “I’d like to share some thoughts about how we can work toward better results—would that be okay?”

These simple questions build trust and collaboration. They make feedback a shared effort rather than a one-sided critique.

Feedback as a Catalyst for Growth

When done well, feedback is more than a critique—it’s a catalyst for growth. It inspires your team to strive for their best, creating a culture of continuous improvement and mutual respect.

By focusing on what works, engaging your team with questions, and seeking permission to collaborate, you can transform feedback from a source of frustration into a tool for empowerment.

Your veterinary practice deserves a team that feels valued, motivated, and equipped to grow. And it starts with the way you deliver feedback. Ready to take your leadership skills to the next level? Master the art of impactful feedback and more through the Veterinary Leadership Program. Learn more and join a community of leaders dedicated to driving meaningful change in their practices.