September 2026: Feedback, neurodiversity and belonging at work

Your Monthly All Personal Leadership News is here, now with audio, too!

The All Personal Podcast is back with a AI Audio Brief, based on the monthly All Personal News.
All episodes are short, punchy and leadership-resource packed – all in under 3 minutes!

If you’re busy, on the move or an auditory communicator – this is for you!
Click here to listen to the brief.

This month’s topic: 
The struggle with feedback and belonging at work!

I want to share something I noticed is a recurring theme in many coaching conversations I’ve been having, as well as in my own interactions with some of the folks I work with on different projects.

‘I don’t want to hurt anyone, so I choose not to give feedback, or to at least sugar coat it’.

I think we can all relate to some shape or form of this: we stay silent to protect someone’s feelings, but the issue doesn’t just go away.
On the contrary, it amplifies.

And the frustration builds, and then we give the feedback way too late, when we’re already annoyed enough to… give it in a way that ends up hurting the person, the relationship, the outcome – or all three.

I also find that most people talk about feedback as something separate from communication.

It’s not! Feedback IS communication.
It’s part of how we talk and work together every day.
It’s also what helps us do that in a way that is helpful for us all, and the result we’re working towards.

And when we choose to hold back on communication, we miss out on creating the genuine connection and safety that true belonging requires.

I think I could talk about this all day (well, in ‘Feedback’ workshops, I actually do🤔).
But I’ve written more about this topic in a few articles, along with a few other pieces on leadership and team dynamics.

Sharing the link here, and feel free to jump to the feedback one right away if that’s a struggle for you.

Game On: I’d love to hear your perspectives and experiences with feedback!

Lead different – Lead by Connecting!