5d • General discussion
Reps without feedback can reinforce the wrong behavior
Yesterday, we talked about turning potential into readiness through real-world reps.
Lead the meeting.
Own the process.
Brief the project.
Train someone.
Make the decision.
Solve the problem.
Take on the stretch assignment.
Those reps matter.
But there is another piece that cannot be skipped:
The rep needs feedback.
Otherwise, you may just be practicing the wrong thing more consistently.
Doing something repeatedly does not automatically make you better at it.
Sometimes it just makes the habit stronger.
That is why development needs a loop:
Rep. Feedback. Adjustment. Repeat.
Give someone the opportunity.
Let them execute.
Then review what actually happened.
What worked?
What did not?
Where was the judgment strong?
Where did communication break down?
What did they overlook?
What should they do differently on the next rep?
What capability is starting to become reliable?
That last piece matters.
Because good feedback should not only point out gaps.
It should also identify what is becoming a strength.
And this is where managers have a huge responsibility.
“Good job” is encouragement.
It is not development.
“You need to communicate better” is feedback.
But it is still too vague to be useful.
Better feedback sounds like:
“You explained the objective clearly, but the ownership of the next steps was still unclear. On the next rep, finish by confirming who owns what and by when.”
Now the person has something they can use.
The same principle applies to your own development.
After the rep, ask yourself:
What worked?
Where did I hesitate?
What did I avoid?
What result did I create?
What would I change if I ran this again tomorrow?
What feedback do I need from someone who saw it?
That is how experience becomes capability.
Not just by doing more.
By learning from what you did.
So today’s question:
What is one rep you recently completed that deserves a real feedback conversation before you do it again?
Maybe it was:
A presentation.
A difficult conversation.
A project.
A leadership moment.
A customer interaction.
A decision.
A stretch assignment.
Drop it below.
Because reps build experience.
Feedback turns experience into improvement.
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Reps without feedback can reinforce the wrong behavior
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