Tools to Make Feedback Actionable
Transform insight into action with simple, effective resources built around the RA-RA Model.
Why Personality Insights Matter for Leadership and Feedback
One of the most powerful things a leader can do is truly know their people. That’s why, when I step into a new leadership role, one of my first actions is to understand the personalities on my team. The 16 Personalities assessment is a simple yet revealing tool that helps identify how each person naturally thinks, works, and communicates.
Personality isn't a box; it’s a window. It helps you see how to leverage your team’s strengths, anticipate potential friction points, and align people with roles that suit their natural preferences. For example, a detail-oriented “S” may struggle in a high-level ideation lab, while a big-picture “N” may feel stifled by repetitive daily tasks. Knowing these differences helps you lead more intentionally.
But personality awareness doesn’t just enhance how you structure teams. It’s also essential to how you provide feedback. A well-intentioned message can be received differently depending on how someone is wired. Personality insights help you customize your communication, such as when to push, when to pause, and when to listen. It’s emotional intelligence in action.
If you want to improve your leadership, begin by understanding who you are leading. Use the link below to explore 16 Personalities, and think about having your team take the assessment. It's not just about personality; it's about perspective, connection, and trust.
1. When someone makes a mistake, my first instinct is to:
A. Tell them what went wrong and how to fix it. (Directive)
B. Make sure they’re okay before discussing the issue. (Empathetic)
C. Wait to see if it resolves on its own. (Passive)
D. Understand what happened, then guide a solution together. (Balanced)
2. Before a feedback conversation, I usually:
A. Prepare exactly what I want to say. (Directive)
B. Think about how they might feel and plan to support them. (Empathetic)
C. Try to avoid having it unless required. (Passive)
D. Reflect on mutual goals and questions that can guide the conversation. (Balanced)
3. In feedback conversations, I tend to:
A. Lead the conversation and keep it focused on improvement. (Directive)
B. Let them do most of the talking and listen actively. (Empathetic)
C. Keep it surface-level and short. (Passive)
D. Create a back-and-forth exchange that encourages reflection. (Balanced)
4. When feedback is uncomfortable, I:
A. Push through it—hard truths are necessary. (Directive)
B. Tread carefully to protect the relationship. (Empathetic)
C. Avoid the topic altogether if I can. (Passive)
D. Stay open and try to make it a learning opportunity. (Balanced)
5. I see feedback as:
A. A tool to drive performance. (Directive)
B. A way to support and connect with others. (Empathetic)
C. A source of tension best minimized. (Passive)
D. A partnership to foster growth. (Balanced)
Feedback Style Identifier
What’s your default feedback style, and how can you grow from it?
Select the option that best reflects how you typically act in feedback situations.
6. My typical feedback style is:
A. Clear, firm, and actionable. (Directive)
B. Encouraging and emotionally aware. (Empathetic)
C. Indirect and infrequent. (Passive)
D. Purposeful, open, and growth-oriented. (Balanced)
7. When someone disagrees with my feedback, I:
A. Clarify my point and stick to the message. (Directive)
B. Step back and try to understand their emotions. (Empathetic)
C. Drop it—I don’t want to push too hard. (Passive)
D. Revisit the shared goal and adapt if needed. (Balanced)
8. I believe the leader’s role in feedback is to:
A. Correct and guide the team. (Directive)
B. Support and empathize with individuals. (Empathetic)
C. Maintain harmony and avoid disruption. (Passive)
D. Align people to purpose while encouraging learning. (Balanced)
9. If I had to improve one part of my feedback style, I’d:
A. Be more sensitive to people’s emotions. (Directive)
B. Be more confident in being honest and direct. (Empathetic)
C. Give feedback more consistently. (Passive)
D. Keep practicing and improving with intention. (Balanced)
10. After giving feedback, I usually:
A. Move on quickly—they have the info they need. (Directive)
B. Check in to see how they’re feeling. (Empathetic)
C. Hope it doesn’t cause tension. (Passive)
D. Reflect on what worked and what to do better next time. (Balanced)
Results:
Tally your answers:
Mostly A = Directive
Mostly B = Empathetic
Mostly C = Passive
Mostly D = Balanced (RA-RA Aligned)
Tip: A balanced style is adaptable and intentional. No style is “bad,” but RA-RA leaders aim to integrate all four—leading with clarity, care, consistency, and curiosity.
Rate each statement on a scale of 1–5:
1 = Rarely 3 = Sometimes 5 = Almost Always
1. I prepare before giving feedback instead of improvising in the moment.
2. I align feedback conversations to team or organizational goals.
3. I create a space where others feel safe offering upward or peer feedback.
4. I balance clarity and empathy when delivering difficult messages.
5. I check for understanding rather than assuming my message landed.
6. I give feedback regularly, not just during formal reviews.
7. I ask team members to reflect on their own performance before offering my perspective.
8. I adjust my approach based on how the conversation unfolds.
9. I follow up after feedback to track progress or offer support.
10. I model the kind of feedback culture I want on my team.
Leader Feedback Self-Check Quiz
A quick self-assessment to reflect on how you show up in feedback conversations.
Interpretation:
Add up your total score out of 50.
41–50: Feedback Champion – You consistently model strong feedback habits aligned with the RA-RA model.
31–40: Feedback Builder – You’re on the right track; a few tweaks can make a big difference.
21–30: Feedback Learner – You’re learning. Focus on building consistency and intentionality.
10–20: Feedback Avoider – Consider committing to regular practice and structure to grow your feedback skills.
Feedback Goal Alignment Canvas
Align individual purpose with team performance
The Feedback Goal Alignment Canvas is a practical tool designed to help leaders and team members connect personal growth with organizational priorities. It's not just a worksheet—it's a conversation starter.
Too often, individual aspirations and team objectives run on parallel tracks. That disconnect can lead to misaligned efforts, stalled development, and missed opportunities. This canvas brings both sides into focus.
By guiding users through four core sections—Individual Aspirations, Team Priorities, Role-Specific Objectives, and a Shared Alignment Statement—it encourages thoughtful reflection and dialogue. Leaders gain clarity on what drives their people. Team members gain ownership in how their work contributes to the bigger picture.
The final piece—a one-sentence alignment statement—helps crystallize mutual understanding and create a lasting anchor for performance conversations.
Whether you're launching a new project, leading a quarterly check-in, or revisiting your team's direction, the Feedback Goal Alignment Canvas supports the “Align” step of the RA-RA Feedback Model. It's your bridge between purpose and performance, intention and impact.
Download the canvas and use it during 1:1s, team strategy sessions, or personal goal planning to ensure everyone is pulling in the same direction.
The RA-RA Feedback Form
Why You Need the RA-RA Feedback Form
If you're like most leaders, you care deeply about your team’s growth, but too often, feedback feels awkward, scattered, or shallow. You want to have better conversations. The kind that don’t just check a box, but move people forward.
That’s where the RA-RA Feedback Form comes in.
This tool gives you a clear path to follow. It takes the guesswork out of performance conversations and turns them into high-trust, growth-focused check-ins. It helps you prepare with intention, align expectations, reflect honestly, and adjust together with purpose.
You don’t need more forms. You need a framework that works. A repeatable rhythm that builds clarity, accountability, and connection over time.
When you use the RA-RA Feedback Form, you create space for your team to feel seen, supported, and stretched. And when that happens, they don’t just perform better, they become more engaged, more confident, and more committed to the mission.
Because the right conversation at the right time can change everything. This form helps you lead those conversations, again and again.
A simple, structured tool to turn feedback conversations into moments of clarity, alignment, and growth. Download it today!