Silence speaks – The trust cost of ignoring feedback

“Thanks for your honesty, I’ll take this onboard.”

The meeting ended there. Participants glanced at each other. Some felt proud they’d spoken up. Others, relieved. But most left uncertain.

Weeks passed. Nothing changed. No update, no mention of what was heard — or what might happen next.

And with that, credibility quietly left the room.

When leaders don’t close the loop

It’s one thing to receive feedback — especially in facilitated sessions, engagement surveys, or structured conversations. It’s another to do something with it — or at the very least, show you’ve listened and processed it.

But when feedback is shared — sometimes courageously — and is met with silence, it creates a vacuum.

In that silence:

• Assumptions grow ("They don’t care.")

• Trust shrinks ("Why bother being honest?")

• Safety disappears ("Next time, I’ll stay quiet.")

  
  

It’s not always malicious. Sometimes leaders feel overwhelmed. Or uncertain. Or frozen in fear of “saying the wrong thing.” But doing nothing is rarely neutral — it’s often interpreted as disregard.

Feedback isn’t finished when it’s received. It’s finished when it’s followed up.

What “Follow-Up” really means

You don’t have to implement every piece of feedback to build trust.

But you do need to:

1. Acknowledge it was heard

2. Share what’s being considered

3. Explain what will or won’t be done — and why

This simple act of transparency turns feedback from a transaction into a relationship. Even a “we’re not moving forward with this, and here’s why” earns more trust than silence.

An example

Recently, in a global organization, a new leader stepped into a just as newly formed team. To ease the transition, a structured feedback session was held. It was well facilitated. Insightful comments were shared. But afterwards… crickets.

No communication. No visible actions. No sense of direction.

Some team members felt unheard. Others withdrew. A few began to question the leader’s authenticity. And from there, the leader’s credibility — and the team's psychological safety — quietly declined.

It wasn’t about the content of the feedback. It was the absence of follow-up that caused erosion.

Why leaders avoid the loop

• Fear of conflict or not knowing what to say

• Disagreement with the feedback but not wanting to seem defensive

• Perfectionism — waiting for a perfect solution before responding

• Underestimating the impact of silence

  
  

But as a coach, facilitator, and leader, here’s what I’ve seen again and again:

Even imperfect follow-up builds more trust than polished silence.

Why this matters — Especially through the lens of Insights Discovery

One reason follow-up matters so much is that people experience silence differently — and interpret feedback gaps through their own lens.

That’s where Insights Discovery becomes helpful.

Based on Jungian psychology, Insights helps leaders understand themselves and others through four “color energy” preferences. These preferences shape how we give, receive — and interpret — feedback.

• 🔴 Red energy (fast-paced, results-oriented): Sees silence as indecision or incompetence.

• 🟡 Yellow energy (sociable, optimistic): May feel disconnected or dismissed.

• 🟢 Green energy (empathetic, values driven): May feel rejected or unappreciated.

• 🔵 Blue energy (precise, structured): silence may feel unprofessional or unclear.

Following up isn’t just a checkbox. It’s a signal of care and clarity, tailored to how people process trust and accountability.

What Great Leaders Do Differently

They complete the loop:

• “I heard your feedback about X — here’s what I’ve reflected on.”

• “I will not move forward with that idea, and I want to share why.”

• “Thank you for your honesty. It helped shape my next step.”

Even if the answer is “not now,” the acknowledgement and clarity prevent relationship damage.

What You Can Do Today

1. Think of one piece of feedback you’ve received — maybe from a team member, peer, or mentor — that you haven’t circled back on.

2. Reach out, acknowledge it, and either act on it — or explain the context behind your decision.

3. Model this mindset publicly. Let your team know: “Feedback doesn’t go into a black box. It’s part of how we grow — together.”

   
   

Reflection Questions

• Have I ever unintentionally ignored feedback — and what message might that have sent?

• How do I typically react when I receive difficult feedback?

• What would it look like to “complete the loop” more often and more visibly?