.png)
Episode 09: Feedback Isn't Just Feedback Show Notes
Show Notes: Feedback isn't just feedback.
Feedback is one of the most critical drivers of high-performing teams, yet it remains one of the most misunderstood and dreaded workplace interactions. In this episode, co-hosts Nicki Straza and Sherri Dockree dive into the uncomfortable realities of workplace feedback, unpacking why our gut reaction is almost universally to anticipate criticism and personal attack. They examine how the stories we tell ourselves—often shaped by a perfectionist mindset—can transform constructive input into feelings of inadequacy and shame rather than opportunities for iterative growth.
The conversation centers on the dissonance between leaders striving to create psychological safety and the mistaken belief that safety means eliminating discomfort. Nicki and Sherri reveal how this tension is exacerbated across generational divides—where older, command-and-control norms collide with younger expectations for collaborative validation—and through neurodiverse experiences, where rejection sensitivity and emotional masking can amplify perceived threats to status and belonging.
Ultimately, the hosts explore the fine line between empathy and accountability, illustrating how weaponized emotions, unclear standards, and blurred boundaries can derail performance. By advocating for radical candor, transparent expectations, and curiosity over correction, this episode provides a roadmap for transforming feedback from an adversarial ordeal into a shared, empowering dialogue. Join us as we explore why feedback isn't just feedback.
Key Takeaways:
Psychological safety is not the absence of discomfort: True psychological safety is not a protective bubble that shields employees from hard truths; rather, it is providing people with the tools and environment to process uncomfortable truths productively without feeling attacked. Separate Personhood from Behaviour: Destructive feedback attacks identity and triggers shame, whereas constructive feedback targets specific outcomes, behaviors, and actionable changes while preserving the dignity and autonomy of the individual.
Understand Neurodivergent Threat Responses: Neurodivergent brains frequently process emotional distress through heightened rejection sensitivity, where perceived threats activate neural centers similar to physical pain and risk triggering intense emotional masking.
Adopt Curiosity Before Correction: Rather than assuming intent or imposing control out of fear, leaders foster greater trust and context by approaching conversations with genuine curiosity, asking questions, and getting unspoken tensions out into the open.
Care But Don't Carry (Empowerment versus Enablement): In highly relational leadership, leaders must establish firm boundaries, practicing cognitive empathy at arm’s length rather than carrying the emotional burden or solving every problem for their team members.
Download the Transcript
Download the PDF of the transcript here:
Links and References in Our Episode:
Radical Candor by Kim Scott: https://www.radicalcandor.com/the-book
David Rock SCARF Model and other publications: https://davidrock.net/publications/
CMHA Your Health Space: https://yourhealthspace.ca/
Visit our website at www.dissonancedisrupted.ca
Email Sherri directly at connect@dissonancedisrupted.ca
Email Nicki directly at info@dissonancedisrupted.ca
About The Dissonance Disrupted Podcast:
In a world where DEI feels lost and inclusion is becoming a bad word, we are having real conversations about leadership through the lenses of diverse voices. As generational and neurodiversity advocates, we are disrupting this sense of dissonance and navigating a path toward personal empowerment, conscious leadership and organizational success. By leveraging evidence-based practices, rooted in neuroscience we can nurture a flourishing workplace culture where every diversity thrives. We are your hosts Sherri Dockree & Nicki Straza and welcome to the Dissonance Disrupted Podcast.
Comments