Using Feedback as your teams Superpower

Having spent over 23 years with the Flight Centre Travel Group, I’ve had the privilege of growing both professionally and personally within a culture that is unlike any other. Grounded in the company’s core values of irreverence, ownership, and egalitarianism, and brought to life through guiding philosophies like Our People, Our Customer, Brightness of Future, Taking Responsibility, and Family-Village-Tribe, I’ve seen firsthand how culture can shape not only an organization, but the individuals within it.

There are three constants in our world: Growth, Profit, and Change. These aren’t isolated drivers, they work in tandem to create momentum, transformation, and a shared sense of purpose. Over the years, across roles, brands, and geographies, I’ve had the opportunity to help steer some of that change, and support others in doing the same. In that process, I’ve come to recognize one leadership tool as especially powerful: Feedback. When done well, is a Superpower, it changes everything.

Why Feedback is a Superpower, Not Just a Leadership Tool

In high-performance environments, it’s easy to assume feedback is about correction, performance reviews, or formal assessments. But the kind of feedback that truly shapes culture is everyday feedback, the ongoing, peer-to-peer, in-the-moment observations that help people feel seen, supported, and accountable. More than anything, feedback, given and received openly fuels psychological safety. And psychological safety is the foundation of trust, innovation, and resilience within any team.

The Hallmarks of a Feedback-Driven Culture

Recognition is Timely and Specific: Great teams don’t wait to acknowledge great work. They reward the right behaviours the moment they occur, and they call out behaviours that don’t align with team values when they arise. This creates clarity and reinforces expectations in real time.

Everyone gives & receives feedback: Feedback isn’t a top-down exercise, is lateral and reciprocal. Team members feel empowered to help each other grow, and leaders invite feedback on their own behaviours too, in fact I generally receive it first, which sets the tone for my team.

Listening is as Important as Speaking: Creating a feedback culture starts with being genuinely open to hearing the truth, even when it’s uncomfortable. When you model this openness, it cascades across teams, helping people feel heard, valued, and more willing to stretch.

Feedback Drives Action, Not Just Awareness: The real power of feedback lies in the action! Leaders that use feedback to inform decisions, adapt behaviours, and continuously improve, build credibility and create momentum.

Why Feedback Fuels Growth, Profit & Change

Growth, Profit & Change is fundamental to my leadership and Genuine Conversations within my team fuels all three:

• Growth: It’s not just adding people & shops. It’s about continuous, constructive feedback that accelerates development and builds stronger leaders at every level.

• Profit: I am not just talking topline. When people are clear on what good looks like they are empowered to self-correct performance and deliver results.

• Change: This is not deploying systems & tools. Change is how we learn quickly, course-correct and stay aligned even as we evolve.

Creating a feedback-rich environment doesn’t require grand gestures. It requires consistency, humility, and a willingness to put culture first.

How to Embed Feedback into Your Leadership Style

If you’re a leader looking to build stronger teams and deeper connections, here are a few practical steps:

• Ask for Feedback Before Giving It
  Model vulnerability by regularly seeking input on your own behaviour. “What’s something I could be doing better to support you?” is a powerful question.

• Normalize Feedback as a Daily Practice
  Don’t wait for performance reviews. Use feedback as a daily tool for recognition, alignment, and accountability.

• Connect Feedback to Values
  Anchor feedback, both positive or corrective to your team values and philosophies. This reinforces alignment and meaning.

• Celebrate Feedback Champions
  Recognize team members who give thoughtful feedback or show growth through feedback. Make it part of your reward and recognition system.

• Invest in Feedback Training
  Equip your teams with the language and tools to give feedback constructively and receive it with curiosity.

The wrap:

Great teams don’t happen by chance. They are shaped by the conversations you have and the ones you avoid. Feedback, when approached with intention, is not just about improving performance. It’s about deepening trust, sharpening alignment, and evolving together.

As leaders, when we create environments where feedback flows freely and fearlessly, we not only elevate results we elevate each other. And that is what sustainable, resilient, people powered culture looks like.

Brent Novak - Director