{"id":35227,"date":"2026-04-30T15:17:43","date_gmt":"2026-04-30T15:17:43","guid":{"rendered":"https:\/\/www.franklincovey.de\/?page_id=35227"},"modified":"2026-04-30T15:17:44","modified_gmt":"2026-04-30T15:17:44","slug":"use-feedback-as-fuel","status":"publish","type":"page","link":"https:\/\/www.franklincovey.de\/en\/courses\/6-critical-practices\/use-feedback-as-fuel\/","title":{"rendered":"Practice 4: Use Feedback as Fuel"},"content":{"rendered":"\n
\n\t
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\n\t\t\t\t\t\t\t\t\t\t\t\tCourses<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t6 Critical Practices for Leading a Team®<\/sup><\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t

Practice 4:
Use Feedback
as Fuel<\/h1>\n\t\t\t\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span> Practice 3<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\tPractice 5 <\/span><\/a>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t
\n\t\t\t\n\t\t<\/div>\n\t<\/div>\n\t<\/span>\n<\/section>\n\n\n
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\n \n
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Free Guide<\/p>\n

The 4 Pillars of Thriving Workplace Culture
<\/div><\/div>\n
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A practical framework for building trust, accountability, agility, and feedback into your culture.<\/p>\n <\/div>\n

\n Download Now <\/span><\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n
\n
\n
\n

Free Webcast<\/p>\n

Raise the Bar. Raise Your People
<\/div><\/div>\n
\n

Learn how your organization can turn high expectations into higher performance\u2014without burnout.<\/p>\n <\/div>\n

\n Register Now<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n
\n
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When employees receive more frequent feedback, they\u2019re 2x more likely to work at the highest level of engagement\u2014known as the \u201cCreative Excitement\u201d level. \u2013 FranklinCovey Insights\n<\/h2>\n <\/div>\n
\n

Many leaders are inclined to give feedback only when there\u2019s a problem to fix. But great leaders know that feedback\u2014given and received\u2014is an essential catalyst for learning and growth, for both leaders and teams.<\/p>\n

When you frequently give positive feedback to celebrate wins, provide constructive feedback that builds trust, and proactively seek out feedback yourself, you\u2019ll create an acceleration<\/strong> engine for team development and performance.<\/p>\n \n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n

\n
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Fuel your team with a feedback formula.<\/h2>

High-quality feedback isn\u2019t about giving a \u201ccompliment sandwich\u201d that softens the message, nor is it about \u201cnaming and shaming\u201d in a public forum. Both extremes erode trust, create confusion, and slam the brakes on productivity and performance.<\/p>\n

Whether you\u2019re giving positive feedback, sharing constructive feedback, or seeking feedback for yourself, use the \u201cWhat + So What + Now What\u201d formula to effectively declare your intent, illustrate or discover impact, and identify next steps.<\/p>\n <\/div>\n

\n \"\"\n\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n\n
\n \"Quote\n
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One of the greatest gifts you can give another human being is constructive feedback on a blind spot they never knew they had. It\u2019s a great disservice not to say what needs to be said because it isn\u2019t comfortable. Care enough to give honest, accurate feedback.\u201d<\/h2>\n

— Stephen R. Covey<\/p>\n <\/div>\n <\/span>\n<\/section>\n\n\n

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Practice 1<\/div>\n\t\t\t\t\t\t
Align Purpose & Performance<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Ensure your team feels motivated to contribute their best efforts by helping them understand how their role and goals connect to a compelling, meaningful purpose. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t\t\t
Practice 2<\/div>\n\t\t\t\t\t\t
Communicate as a Coach

<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Tap into your people\u2019s potential by asking, listening, and guiding them to become independent thinkers and problem-solvers by building capability, trust, and ownership. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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Practice 3<\/div>\n\t\t\t\t\t\t
Delegate to Elevate

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Leverage everyone\u2019s strengths, bridge gaps, assign stretch work, and establish accountability to help team members build autonomy and essential skills for success. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
\n\t\t\t\t
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Practice 4<\/div>\n\t\t\t\t\t\t
Use Feedback as Fuel<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Create a powerful learning engine with a proven feedback framework that helps leaders and teams accelerate performance together.

<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t

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Practice 5<\/div>\n\t\t\t\t\t\t
Gain, Don\u2019t Drain, Energy<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Become a self-renewal role model for your team by eliminating common energy drainers and embodying revitalizing behaviors for long-term effectiveness. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t\t
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\n\t\t\t\t\t\t
Practice 6<\/div>\n\t\t\t\t\t\t
Leverage 1-on-1s to Win<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t
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Using what you\u2019ve learned, hold high-value 1-on-1s consistently with each team member to strengthen relationships and drive clarity, commitment, and sustained results. <\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t

\n Learn More<\/a>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t<\/span>\n<\/section>\n\n\n\n
\n

Leadership Success Stories<\/h2>\n
\n
\n
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Taylor Corporation<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Filling a Leadership Development Gap and Empowering Employees<\/h3>\n

Taylor found itself looking to invest more time and attention into employee attraction, retention, and engagement. Inspired by a core purpose of \u201ccreating opportunity and security for employees,\u201d Taylor wanted its employees to know that they are the company\u2019s most important assets.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
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PepsiCo Food<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
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Building Empathic Leaders Across the Organization<\/h3>\n

PepsiCo Foods North America desired a consistent leadership training with content that progressed over time. Curating content from FranklinCovey’s All Access Pass®<\/sup>, they launched their CORE Leadership program to build empathic leaders at all levels of their organization.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
\n
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ODW Logistics<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Redefining Leadership<\/h3>\n

ODW Logistics sought to empower their managers by designing leadership development opportunities. They started asking, \u201cWhat does good leadership mean
\nfor us?\u201d and found the question to be more complicated than they originally thought. They knew their leadership programs needed to be execution-driven, results-oriented, and intellectually engaging.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n
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ASICS<\/h2>\n <\/a>\n <\/div>\n
\n
\n \"\"\n\n <\/div>\n
\n
\n

Brought Together by Leadership Development, Diversity, and Inclusion<\/h3>\n

ASICS N.A. understands that creating healthy change requires a mental change as much as it does a physical one. They saw a great need for leadership development at every level as the pandemic quickly changed the way of working and connecting with learners. They enlisted FranklinCovey\u2019s help to develop a common language and culture of leadership development and inclusion.<\/p>\n

\n Learn More<\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>\n\n
\n
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\n
Build great leaders. Accelerate outcomes. <\/div>\n

Create a powerful learning engine to drive leadership effectiveness and team performance. Fill out the form to connect with a FranklinCovey expert today.<\/p>\n <\/div>\n

\n
\n \n \"Loading\"\/\n <\/f24-form>\n <\/div>\n <\/div>\n <\/div>\n <\/span>\n<\/section>","protected":false},"excerpt":{"rendered":"","protected":false},"author":52,"featured_media":0,"parent":35178,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"tags":[],"wf_page_folders":[],"class_list":["post-35227","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nPractice 4: Use Feedback as Fuel - FC DE<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.franklincovey.de\/en\/courses\/6-critical-practices\/use-feedback-as-fuel\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Practice 4: Use Feedback as Fuel - FC DE\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.franklincovey.de\/en\/courses\/6-critical-practices\/use-feedback-as-fuel\/\" \/>\n<meta property=\"og:site_name\" content=\"FC DE\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-30T15:17:44+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.franklincovey.de\\\/en\\\/courses\\\/6-critical-practices\\\/use-feedback-as-fuel\\\/\",\"url\":\"https:\\\/\\\/www.franklincovey.de\\\/en\\\/courses\\\/6-critical-practices\\\/use-feedback-as-fuel\\\/\",\"name\":\"Practice 4: Use Feedback as Fuel - 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