Giving and Receiving Feedback with The Colours

Feedback is one of the most powerful tools for both personal growth and your team development.

But how often is it heard, felt, and acted upon?

Why Feedback Misses the Mark 

Let’s face it - feedback often lands with all the grace of a dropped juggling ball.  We begin to falter when conversations feel one-sided, vague, or unsolicited. Offering observations without shared solutions (or worse, serving-up advice no one asked for) can come across as critical rather than constructive. And when we operate outside our natural colour preferences, feedback can clash with others’ communication styles.  In these moments, we risk sounding tone-deaf, disconnected or even dismissive no matter how well-meaning our comments may be. However, when we tailor our feedback to align with the colours, it becomes more effective and more meaningful.

When we understand how to communicate with colour preferences, feedback becomes more than a tool, it's a catalyst for change - connection, growth, and transformation. 

Transforming Feedback: 4D Model

As a practical,  here’s how to transform a tick-box exercise into a dynamic, human-centred conversation.  Using a people-centred approach helps our words resonate by structuring the conversation in a way that speaks to all four colour energies.

DATA
Start with the facts. What happened? What did you observe?  With Cool Blue energy, keep it objective, specific, and irrefutable. 

DEPTH OF FEELING 
Share how it made you feel. What emotions or values were connected?  With Earth Green energy, aim to build empathy and trust, seek harmony.

DRAMATIC INTERPRETATION
Explore the meaning. What did you learn? What possibilities or insights emerged?  With Sunshine Yellow energy, invite curiosity and optimism. 

DO 
End with action. What’s next? What do you or the other person need to do next? With Fiery Red energy, drive for clarity and build momentum, focus on the expected outcomes.

Moving around the team wheel using the colours, this 4D structure increases the likelihood that feedback will be internalised and acted upon. It also encourages reflection (on both sides) about what can be learned from the experience.  4D feedback can make it easier and feel more natural to give and receive comments.

Balancing Types of Feedback 

Effective feedback is all about balance. A well-rounded approach can enable meaningful growth. Lean too heavily on one of these types and the impact can fade.

Acknowledging Feedback

Reinforces positive behaviour. It’s about encouragement, appreciation, and recognition - boosting morale and motivation. 

Developmental Feedback 

Focuses on growth. It’s about challenge, learning, and change - supporting performance and capability. 

Combining both encouragement and constructive challenges, ensuring that your feedback is both acknowledging and developmental, helps individuals feel valued while inspiring progress. Consider exploring different feedback styles to help teams build confidence in both giving and receiving feedback. 

Making Feedback a Force for Growth

The 4D feedback model transforms feedback from a routine task into a meaningful, people-centred dialogue. By engaging all four colour energies, we create space for clarity, empathy, insight, and action. This approach not only makes feedback easier to give and receive, but also more likely to inspire real change.

When we balance acknowledging feedback with developmental feedback, we reinforce what’s working while encouraging growth. It’s this dual focus—recognition and challenge—that helps individuals feel both valued and motivated.

As teams continue to evolve, embedding this model into everyday conversations can strengthen trust, boost performance, and support a culture of continuous improvement. Feedback, when done well, becomes more than a tool—it becomes a catalyst for connection, learning, and lasting impact.