THE POWER OF IMPLEMENTING FEEDBACK

And the Character Skills Required to Be Good at It

1. The Feedback Deficit

In my work — whether it’s editing 4-5 podcasts per week or coaching in-person clients — I’ve noticed something about people who struggle with feedback:

They get defensive.
They assume harm where there isn’t any.
And that defensiveness shows up everywhere else in their life.

When you’re chronically defensive, you end up with:

• high career turnover,

• short-lived relationships,

• and a lifetime pattern of blaming instead of adapting.

We talk a lot about rising divorce rates and rising unemployment. But underneath those numbers might be something simpler:
People don’t know how to take feedback anymore.
Because entitlement has replaced curiosity.

Everyone believes they have infinite options — so why change?

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2. The Character Gap

People who embrace feedback share something in common: they’ve lived.

They’ve failed.
They’ve eaten dirt.
They’ve had to swallow their pride more than once.

They’ve earned humility.

Meanwhile, people who resist feedback often haven’t been exposed to what true effort looks like. They expect reward without apprenticeship. They believe they “deserve more” and can’t fathom that someone else’s lived experience could offer them a shortcut.

One of the greatest gifts of interviewing hundreds of people on my podcast is this:

I am constantly reminded how much grit, resilience, and quiet determination the average person carries.

Every month, through podcasting, editing others’ podcasts, or working with people on their fitness, I meet someone new who has faced down demons, reinvented themselves, or learned a lesson the hard way.

And that exposure resets my ego every single time.

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3. A Living Example: Ryan Jones

Ryan Jones — former Edmonton Oiler — wasn’t the star.
He wasn’t the franchise player.
But he was a key player.

Then an injury ended his NHL career. He could’ve spiraled.
Instead, he pivoted, played in Germany for a bit, and now is the founder of a custom home business which he founded. His Real Estate acquisitions during his playing career helped him evolve into this next phase of life.

And here’s what most people don’t see:

Ryan Jones probably has an incredible quality of life.

We compare him to people with bigger salaries or longer hockey careers.
But those same people:

• chase an elusive cup,

• wrestle with existential stress,

• battling with the pressures of the media and public eye

• and often lack grounding or structure outside the sport.

Ryan demonstrates a fundamental truth about feedback:

The people who handle change well tend to do life well.

It’s not about fame — it’s about adaptability, humility, and choosing a balanced path.

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4. My Own Ego Check

People might assume that because I edit podcasts and coach clients all day, I’m immune to feedback.

Absolutely not.

Almost every time I receive feedback, there’s a sting.
Because like everyone else, I assume I’m doing pretty well.
I work hard. I care. I put the reps in.

But there’s a difference between:

working hard
and
working well.

Feedback is what reveals the gap.

The sting isn’t a sign of weakness — it’s the moment a blind spot becomes visible.

And visibility is step one of growth.

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5. The First Skill: Honest Self-Reflection

If someone wants to dramatically improve their ability to take and implement feedback, here’s the first step:

Journal.
Or grab a pros-and-cons sheet.

Write out:

• the benefits of implementing the feedback,

• the costs of ignoring it,

• and the real reason you feel resistance.

Most resistance isn’t logic — it’s habit.

It’s not that the feedback is “wrong.”
It’s that it requires you to change the system you’ve been running on autopilot.

And here’s the truth:
All major growth requires a system change.

This isn’t flip-flopping between goals.
It’s aligning your propulsion so you actually reach the moon — instead of burning out on the launch pad.