Two Words Every Leader Should Use

When someone offers feedback, whether it’s praise or criticism, the most effective response is simply: “Thank you.” This two-word phrase can transform the way people perceive you as a leader, encourage open communication, and build a culture of trust and growth.

Why “Thank You” Works So Well

1. Reduces Defensiveness: The natural instinct when receiving critical feedback is often to defend ourselves. We might want to explain our intentions, provide context, or justify our actions. However, reacting defensively can shut down future feedback opportunities. A quick “thank you” diffuses defensiveness and keeps the door open for honest communication.

2. Creates Psychological Safety: When you respond to feedback with gratitude, it signals to the other person that their input is valued. This fosters an environment where team members feel safe sharing their thoughts and perspectives, knowing they won’t face a negative reaction.

3. Allows Time for Reflection: Instead of responding immediately with explanations or rebuttals, saying “thank you” gives you time to process the feedback. It allows you to step back, consider the perspective offered, and decide thoughtfully whether and how to respond further.

4. Encourages Ongoing Feedback: When people see that you handle feedback well, they are more likely to continue providing valuable insights. This is especially important for leaders, as maintaining open channels of communication can lead to better decision-making and stronger team dynamics.

Example: When Feedback Is Hard to Hear

Imagine someone approaches you and says:
“Hey, Mike, the way you handled that meeting yesterday came across as a bit dismissive. I felt like my input wasn’t valued.”

The instinctive response might be to say:
“I wasn’t being dismissive. I was just trying to keep the meeting on track!”

However, a better response is:
“Thank you for letting me know. I needed to hear that.”

This approach not only acknowledges the feedback but also invites the person to continue sharing their insights in the future.

When Follow-Up Might Be Needed

Sometimes, feedback might not be fully accurate or may be based on a misunderstanding. Even then, starting with “thank you” allows you to reflect and decide if a follow-up conversation is needed.

If further discussion is warranted, take some time to process the feedback first. Once you’ve had time to think, approach the person with curiosity and openness:

• “I’ve been thinking about the feedback you gave me. I’d love to understand more about what you experienced in that meeting.”
• “Thank you for sharing your thoughts. Can we talk more about it to make sure I’m understanding correctly?”

The Power of Thank You in Leadership

For leaders, modeling this behavior is especially powerful. When leaders respond to feedback with gratitude, they set a precedent for the entire team. It demonstrates that feedback is not just accepted but appreciated, encouraging a culture where everyone feels comfortable contributing their perspectives.

If you want to create a culture of growth and continuous improvement, start by using these two simple words: “Thank you.” You might be surprised by how much they transform your relationships and your organization’s culture.

And as always, keep learning, growing, and saying thank you for your feedback!