Feedback can drive significant improvement, innovation, and engagement within an organisation—but only if managed effectively. One way of conceptualising this is which feedback cycles are dominant in an organisation: an unhelpful "Failure Flow" or a more helpful "Success Cycle." Each cycle dramatically shapes employee attitudes, organisational culture, and operational outcomes.

In the "Failure Flow," feedback is viewed negatively, often associated with blame or criticism. This leads to defensive reactions, disbelief, restricted sharing, and ultimately cynicism—stifling openness, innovation, and collaboration. This unhelpful cycle creates an environment where valuable insights are lost, improvement is slow, and employee engagement suffers significantly.

Conversely, the "Success Cycle" embodies a healthy approach to feedback, where feedback is welcomed as an opportunity for learning and growth. It sparks curiosity, encourages open dialogue, rapidly shares insights across teams, and empowers individuals at every level to make proactive improvements. Organisations in this cycle cultivate trust, collaboration, agility, and sustained growth, reaping substantial benefits in both performance and employee satisfaction.

Is your workplace caught in the Failure Flow, a negative cycle where low confidence sparks avoidance, limiting experience and fueling poor performance? Or are you cultivating a vibrant Success Cycle, where confidence drives proactive action, increases experience, and consistently enhances results?

Take a moment to reflect: Which cycle is most present in your organization today? How do you know - what’s the evidence? What immediate steps could you take to foster a more constructive, feedback-rich environment?