This week, we explore your third Core Conversation: the Growth Conversation.
It’s not a performance review. It’s not a disciplinary process. And it’s not about confrontation.
It’s a relationship-centred conversation, designed to give and receive feedback that fuels growth.
Tough conversations get a bad reputation—but what if they were reframed as acts of belief?
What if the very act of giving someone feedback meant, “I see more in you”?
That’s what this week is all about.
You’ll learn how to hold and receive feedback with strength and kindness—and how to transform feedback from something feared, to something formative.
You’ll also invite your own leader to have a Growth Conversation with you. Why? Because if you want your team to grow, you have to model how to receive feedback first.
From feedback fear to developmental stretch
🧠 Neuroscience Insight: Feedback, when delivered with safety and care, activates reflection and learning centres in the brain—not threat responses. It opens the door to behaviour change, improved performance, and strengthened relationships.
🧭 Holding people to account with care and belief
💬 Replacing fear with honesty, clarity, and conversation
🪴 Reframing feedback as a leadership act of belief—not correction
It’s about learning to give and receive feedback that helps people grow—and using it as a way to build trust, not break it.
This Week’s Experiment:
✅ Book a Growth Conversation with your leader. Invite them to reflect with you on how you’ve grown during the Leadership Lift program.
Suggested structure:
✨ Stretch Experiment:
Introduce the 3 Core Conversations Model to your team:
Explain what each is for and why you’re embedding them into your rhythm.
Then hold a Growth Conversation with a team member using the B.E.S.T. Framework and Above/Below the Line model.
This reflection helps track your shift from reactive to ritualised leadership—and how that’s experienced by others.
