071 | Say It Like a Leader: The Feedback Framework Every Female Founder Needs

Send us a text

Ever had that stomach-drop moment when someone gives it to you straight? I did, right in the middle of a team Zoom. I thought I was being empowering, but what they really needed was clarity. And they told me so.

That moment was uncomfortable…and it completely changed my leadership. In this episode, I’m sharing the feedback framework I now use to lead with more direction, connection, and confidence, and how you can too. Whether you avoid feedback or just want it to land better, this one’s for you.

In this episode, you’ll learn…

• Why feedback isn’t a soft skill — it’s the whole job as a CEO
• The 3-part Clarity Formula that turns empowering vibes into clear guidance
• How to shift from feedback avoidance to feedback flow
• The one sentence that helps your team give you feedback (and why it matters)
• A powerful reframe: feedback isn’t confrontation — it’s connection

This episode at a glance:

[2:32] - Clarity is kindness. Feedback is the language of clarity.

[3:27] - Your team doesn’t want to read your mind — they want to win.

[5:29] - Feedback isn’t just about criticism. It’s about connecting.”

[6:25]- When you model feedback, you invite it. That’s how you go from bottleneck to coaching CEO.

[7:43]- You’re not a critic — you’re a leader. So use your words like one.”

Resources and links mentioned in this episode:

•  Join AI for Founders – Free LinkedIn Group-  A private space for female founders to lead with more clarity, strategy, and AI magic.
• The Feedback Fix – Free Download- A step-by-step guide for giving feedback like a leader, not a critic — with help from AI. 

Want to increase revenue and impact? Listen to “She's That Founder” for insights on business strategy and female leadership to scale your business. Each episode offers advice on effective communication, team building, and management. Learn to master routines and systems to boost productivity and prevent burnout. Our delegation tips and business consulting will advance your executive leadership skills and presence.

Episode Transcript

Dawn Andrews (00:02):
Ever had that stomach dropping moment when
someone tells you the truth?
Yeah, it happened to me in ateam meeting. I thought I was
being empowering. Turns out Iwas just being vague, and
someone finally said ithonestly, we're not sure what
you want. And it happenedmultiple times after that, ouch,
but also thank God, becausehere's what, I realized that
day, feedback isn't a nice tohave leadership skill. It is the

(00:29):
job. If feedback freaks you outor feels like conflict waiting
to happen, this episode is yoursafe space and your swift kick.
Let's talk about how one awkwardmoment in a Zoom Room unlocked
the most powerful leadershipmove I've ever made. Let's get
into it. You're listening toshe's that founder business
strategy and time management forimpactful female leaders, along

(00:52):
with a touch of magical AI, thisis the space that helps
ambitious women stop drowning indecisions and start owning their
CEO seat.
I'm Dawn Andrews, andI help high performing female
founders delegate smarter, leadbetter, and scale without
burning out. So let me set thescene. There I was in a team

(01:16):
zoom. I had an idea. I wanted toshare something strategic,
something I thought would sparkinnovation and some serious
forward movement for us. And Itend to use words like, let's be
creative here. Or I don't liketo admit I use this, but
sometimes I do say, thinkoutside the box. You know what?

(01:38):
Let that be the last time Iutter those words.
You guys werethe first to hear it. Here's the
problem with that phrase andwith the whole conversation I
was having on Zoom, I didn't saywhat box we were even in, people
were not tracking with me atall, and I was almost in a
creative fugue when I wassharing and one of my team
members blessed them, took abreath and said, Honestly, we

(02:01):
are not sure what you want. Ifelt the heat rise to my face. I
wanted to defend or backtrackand try to clarify. Maybe I even
wanted to argue a little bit,but I paused because they were
right. I was leading with hopeand vibes and a whole bunch of

(02:23):
creative thoughts I'd hadprobably at three o'clock in the
morning, but I was not leadingwith clarity, and in that
moment, it flipped a switch,because clarity is kindness and
feedback is the language ofclarity. Sheryl Sandberg said
leadership is about makingothers better as a result of

(02:43):
your presence and making thatimpact last in your absence. And
that quote could not have rangmore true in that moment.
Let'sbreak it down into three key
shifts that turned me into afeedback first CEO, it's not
perfect. I don't do it everytime, but ooh, am I trying every
single day to live this reality?

(03:05):
So it's what I'm doing, and youcan steal it right now. Here's
the myth. The myth is beingempowering means leaving things
open ended. Not true. Thereality is vague. Leadership
equals unclear results, and italso starts to break down trust.
I think as founders, we oftenconfuse empowerment with

(03:26):
absence, but your team doesn'twant to read your mind. They
want to win, and they can't winif they don't know the rules.
Clarity isn't bossy, it'sgenerous. And if you have
somebody on your team who can'tsee it that way, then maybe you
need to rethink that person'sposition, because everybody,
including you, needs to reallyappreciate the value of getting

(03:48):
some good feedback to help yougive some good feedback.
Here'smy first tip for you, and this
is taking people from empoweringvibes to clear guidance. Here's
the three part clarity formula Iuse, what's working, what needs
improvement, and what doessuccess look like? Three simple
questions. Sometimes the answersor what you share is a little
bit more detailed than that, butsometimes it's really not, and

(04:09):
it may feel like overcommunication. It's actually
leadership. It's justleadership. You got this, Hey,
if you are challenged in givingfeedback. If you're thinking, I
need to get better at givingfeedback that actually lands.
I've got something for you. Godownload the feedback fix. It's
my free guide that breaks downhow to give feedback like a

(04:31):
leader and not a critic, and ituses AI to help you make it
easier, to help you find yourwords, to help you clarify your
intentions and your meaning andto deliver really great feedback
to your team.
So go grab thefeedback fix now and watch your
next team conversation level up.

(04:51):
You can find it at dawnandrews.com or the link in the
show notes number two, going.
From feedback avoidance tofeedback flow. So the myth is
that feedback is confrontation,and I think that feels
especially true for women, butthe reality is feedback is
friction turned into fuel. Sohere's a stat that shocked me.

(05:14):
69% of employees say they'd workharder if they felt their
efforts were better recognized?
Well, how do you recognize theirefforts? It's not just
celebrating when something greathappens. It's that you're
engaged with the process andwith them along the journey.
Feedback isn't just aboutcriticism. It's about
connecting. When you giveregular constructive feedback,

(05:34):
you normalize growth, you buildtrust, you create momentum.
So try this. This is my feedbackfix framework. Ask first, can I
offer you some feedback and bespecific? That's the next part.
Say, here's what I noticed, andjust state what's so, no
editorializing. And then thelast part is staying curious.
How did that feel for you? Howdid the feedback feel for them?

(05:58):
It's not about being blunt, it'sabout being brave, and we need
to do more of this. The laststep in my process that helped
me get past that awkward truthtelling moment and took me from
CEO bottleneck to CEO coach washandling this.
The myth is, onlyyou can see what needs to
improve. Well, that's justridiculous. The reality is your

(06:18):
team can learn to give youfeedback, too, and this is where
the real magic happens. When youmodel feedback, you invite it.
Your leadership evolves from allknowing manager to coaching CEO.
And guess what? You startgetting your time back. Your
team starts thinking critically,solving problems and improving
without waiting for your greenlight. So try this in your next

(06:40):
team meeting. Ask, What's onething I could do differently to
make this clearer or easier, andthen shut up and take notes. I
feel you. I've been in thatawkward moment, and if you've
ever felt like giving feedbackmeans sounding like a jerk or a
micromanager, the feedback fixis your antidote. You'll learn

(07:01):
how to be direct and kind,you'll find your words. You'll
build your confidence, so go getit. Now the feedback fix link is
in the show notes.
So let'srecap that awkward conversation
where my team said we're notsure exactly what you want. It
changed my leadership forever. Irealized that feedback isn't
conflict, it's clarity, thatvague leadership is a liability,

(07:23):
and the bravest leaders give theclearest feedback, and your team
deserves that clarity, and so doyou. So here are your action
steps, download the feedback,fix, try that clarity formula in
your next one on one, and invitefeedback from your team this
week. You're not a critic,you're a leader. So use your

(07:44):
words like one, and until nexttime, Delegate smarter, lead
better, and build a businessthat doesn't run you, but that
you get to enjoy running.
Iftoday's episode gave you a few
light bulb moments, or even justhelped you exhale. Do me a
favor, hit that follow button,leave a review, or, better yet,

(08:06):
share this with a founder friendwho needs it. And if you're
ready to lead with more clarityand way less chaos, you can come
join us inside AI for founders,our free private community on
LinkedIn, remember, you don'thave to do it all. You just have
to do the right things and dothem with a little panache and
grace or a little AI magic. I'llsee you next time you.