Feedback as a Leadership Superpower: Insights from Business Women Australia
By Lyn Hawkins | Founder and National Director
At Business Women Australia (BWA), leadership is not confined to hierarchy or titles—it is about influence, growth, and collective impact. Each month, leaders from across the country connect online to share insights, challenges, and strategies that shape the way women lead. Our most recent discussion focused on one of the most powerful leadership tools: feedback.
The Strategic Value of Feedback in Leadership
Research consistently highlights feedback as a cornerstone of effective leadership. A study by Zenger Folkman found that leaders who rank in the top 10% for giving honest, constructive feedback have three times higher employee engagement levels than those who avoid it. Similarly, Gallup data shows that employees who receive meaningful feedback are 3.5 times more likely to be engaged at work.
Yet, despite its importance, feedback remains one of the most underutilised leadership practices. According to Harvard Business Review, 69% of managers report discomfort in communicating with employees, particularly around giving negative feedback. This gap represents both a challenge and an opportunity for leaders.
Key Insights from the BWA Discussion
1. Feedback Requires a Human-Centred Approach
Leadership today demands more than technical expertise—it requires emotional intelligence. Research by Daniel Goleman indicates that 90% of the difference between high and low performers is attributable to emotional intelligence, particularly in managing relationships and communication. When feedback is delivered with empathy and understanding, it fosters psychological safety and strengthens trust.
2. The Power of Self-Awareness
Effective leaders know themselves before they lead others. Personality profiling tools, such as DISC and Click Colours, are widely used in leadership development to enhance self-awareness. Studies show that leaders who actively develop self-awareness are 31% more effective in decision-making and significantly better at adapting feedback to individual team members.
3. Feedback as a Growth Multiplier
Reframing feedback as a growth tool rather than a performance critique changes its impact. Deloitte research has shown that employees who regularly receive constructive feedback demonstrate 12% higher productivity and stronger commitment to their organisation’s goals. When positioned as a “gift” that signals care and investment in growth, feedback becomes a multiplier of individual and team performance.
4. Tools and Frameworks Make Feedback Effective
Structured feedback models reduce the discomfort often associated with these conversations. The Situation–Behavior–Impact (SBI) model, for instance, is proven to improve clarity and reduce defensiveness. Complementing this with “I” statements and reflective listening strategies ensures feedback remains objective, actionable, and balanced.
5. Feedback in Remote and Hybrid Teams
With over 40% of the Australian workforce now engaging in hybrid work arrangements (ABS, 2024), the dynamics of feedback have shifted. Leaders must adapt their communication styles for virtual environments, balancing directness with clarity. Research by Gartner highlights that employees in remote teams are 2.5 times more likely to feel isolated without regular, meaningful feedback—making this practice critical in sustaining connection and performance.
Feedback as a Leadership Imperative
Feedback is not just about correcting mistakes; it is about cultivating resilience, adaptability, and innovation. Leaders who normalise feedback as part of everyday interactions create a culture of learning and continuous improvement. This, in turn, drives engagement, reduces turnover, and enhances organisational performance.
Business Women Australia’s national forums reinforce the importance of collective intelligence—leaders from diverse industries come together to share, learn, and challenge each other to grow. These conversations build more than knowledge; they shape the future of leadership.
What’s Next for Women Leaders
BWA continues to deliver programs, events, and conversations that address the critical skills and strategies needed by women in leadership. Upcoming opportunities include:
- Podcasts exploring business exit strategies, succession, adaptive cultures, and leadership change.
- Roundtables and forums in Capital Cities and the Sunshine Coast focusing on leadership mindset, connection, and belonging.
- Virtual member connects to ensure national engagement and cross-sector collaboration.
- BWA is also exploring an ESG framework centred on inner development goals for self-leadership and growth, and looking to support corporations and enterprise organisations to implement this with their teams.
Invitation to Join
For senior executives, board directors, founders and professionals ready to step into a community that amplifies leadership impact, Business Women Australia provides the platform. With a national local presence and online program, BWA offers a unique opportunity to expand influence, share expertise, and be part of a movement that is redefining leadership for the future.
Join Business Women Australia—and help shape the future of leadership in Australia.