Introduction to the session

Do you struggle to get valuable, timely and actionable feedback?

Do you want to work on your strengths and move towards your potential and wish your boss, board or organization would provide better feedback?

If you are like most women leading in a nonprofit, instead of valuable, timely and actionable feedback, the kind of feedback you are getting is more likely...

  • None :-(
  • Limited or
  • Feedback that isn’t helpful or worse, hurtful!

​This lack of valuable feedback is not helping you reach your leadership potential!

Without relevant, useful and applicable information about how you are doing, growing and developing, you are left to guess. 

When you are left to assume how you are doing, your inner dialogue can run amok with:

  • self-sabotage
  • self-criticism
  • and sometimes even self-grandiosity. ​

And then, often what happens, is somewhere down the road, perhaps even when it's too late, you will get feedback that hurts, damages and threatens to break you.

Is your nonprofit lacking the ability to give you feedback?

The problem is, that in many nonprofits there is no time, no structure or no skilled person to give you feedback that will help you be your best.

What’s more, you are afraid to ask for feedback because you will:

  • Be brushed off and never get it
  • Get useless information

Be attacked and torn apart

I've had my share of unhelpful feedback!

I’ve had annual performance appraisals, informal feedback, unsolicited advise, criticism and well-intended observations thrown my way. Some of it was helpful, but the majority was either unhelpful or presented in a way that I couldn’t hear it. I’d become defensive, shutdown and tune out.

During one particular review, an offhanded comment was thrown out that hurled me into an inner anger storm. It ate away at me for years. ​ 

The comment: I can see you in the future, in a corner somewhere doing tech work. 

I heard: You are not a good leader! My imposter syndrome skyrocketed!

Embedded in there were two insights and perhaps a compliment about my strengths.

  • First, I am an introvert. I saw it as a downfall and I assumed so did the person sharing the feedback.
  • ​Now, I see the gifts introversion bring to leadership.
  • Second, I felt that if awareness was being brought to my technical abilities, that meant my technological skills were stronger than my leadership strengths.
  • Now, I see how technology can enhance my leadership abilities. ​

At the time I heard that I was not a strong leader and I was doing something wrong. ​

Because most feedback evaluates us and our skills as being either good or bad or right or wrong, I felt I was doing poorly and had done something wrong. 

With the MINDSET of “What do I need to fix?” the information I received didn’t help me to develop my strengths, focus on areas for growth or give me anything valuable to work with.

  • I just felt I should stop being “so techie” and get out of my office more. 

Later I learned to gather input that helped me use that information to grow into my full potential.

It wasn’t until years later when I was looking for feedforward that I was able to see the power of that information and begin to apply strategies moving forward.

  • Technology is part of our world. Those who resist it are struggling in many ways.
  • By embracing my skills, I was able to bring our organization forward with software, virtual meetings and sharing resources. Now, my skills offer you The Training Library, Webinars and more.


  • Introverted leaders tend to step back from the spotlight and grow their team.
  • I was more motivated for our team to do good work than receiving credit for my work. Introverts are good listeners, strong observers of subtleties and are less easily distracted. All traits I can build on and use powerfully in leadership roles.

Forward focused input helped me, and can help YOU

  • put our strengths to better use
  • grow our talents even more and
  • move us towards the type of leader we want to be.

It's time to ask for feedforward!

In this training you will:

     Understand why you need to stop focusing on feedback

​  √   Learn why feedforward is something you can do right now and why you should start.

​  √   Feel confident about getting the input you need to grow in the direction you want to grow.


If you ACTIVELY PARTICIPATE in the session and then ASK COURAGEOUSLY for feedforward, you will valuable, timely and actionable input to grow yourself.

STOP getting caught up in and reacting to poorly delivered feedback.

LET GO OF THE defensiveness you feel when someone tells you what you’ve done wrong.

START learning to ask for feedforward input that you can apply as you build on your strengths and move you towards your potential.


This webinar is part of The Training Library 


If you are a member of The Training Library, login to access this session. You'll find the login link here


or join The Training Library here for ongoing training to grow women leaders in ​Canada's Nonprofit Organizations.

Complete and Continue