Performative
Feedback
The Theater of Growth
Role-Playing
Checking the Box
Feedback is given because it’s “managerial,” sought because it looks “humble,” or received with fake agreement to avoid vulnerability.
Result: Stagnant “Politeness.”
Authenticity
Dropping the Mask
Feedback is rooted in a genuine desire to help. Both parties drop their “scripts” to stand bravely and vulnerably in front of each other.
Result: True Professional Literacy.
Where the Performance Begins
Performative feedback can arise from three different sources. Givers may provide feedback simply because they fear being judged as “unobservant” managers. Receivers may appease the giver as a defense mechanism to end a vulnerable conversation quickly. And Seekers may ask for feedback merely to tick a box or be perceived as a humble employee.
The Vulnerability Deficit
Authentic feedback requires dropping the “script.” Many leaders feel the need to role-play the “expert,” but academic research and professional experience show that authentic leaders are those who dare to be vulnerable. When a leader drops their performative mask, they create a safe space for their colleagues to do the same.
Building a Porous Culture
Feedback literacy is not a static skill; it is a relationship with others. To move toward authenticity, organizations must provide training that exposes teams to the fundamentals of giving, receiving, and seeking feedback. Without this baseline, people default to assumptions, and roles are performed rather than lived.
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