Cameron Conaway

Feedback literacy is the skill that builds all others. The Feedback Deck is 50 evidence-based cards covering the 5 dimensions of feedback literacy: seeking, receiving, processing, using, giving. Launching late 2026. feedbackliteracy.com/deck/ #FeedbackLiteracy #feedback

Feedback doesn't only arrive through conversation. Studying someone excellent (really studying, not admiring) is also a form of feedback. Research suggests focused observation can trigger neural changes aligned with physical practice. #feedback

Been an @NBA fan for 35+ years. This beautiful display of feedback literacy from @Yaxel_Lendeborg, @mrvincecarter15, @Tmac_213, @carmeloanthony, and Ahmed Fareed will go down as one of my favorite moments. #Leadership

Holding feedback too long often makes it harder to give. It may either disappear or come out alongside nine other things you've been sitting on. #ManagementTips

You committed to the change. You meant it. Then you tried to lift the whole thing at once and got stuck. "Become a better public speaker" is hard to start. "This month, I'm working on my pacing" is something you can practice in a single meeting. #ProfessionalDevelopment

Before you act on challenging feedback, it's worth asking three things about the person who handed it to you: Do they have relevant expertise? Your best interests in mind? Direct experience with you? #FeedbackLiteracy

Notice how quickly "what do you do?" follows "what's your name?" We're trained to fuse who we are with how we perform. When those two things blur, feedback can feel like a threat to your identity rather than information about your work. This card offers a way to separate them. #SelfAwareness

When you ask for feedback openly, you make it a little easier for everyone watching to do the same. Improving a feedback culture doesn't have to start at the leadership level. Sometimes it starts with one person asking a specific, honest question. #WorkCulture

Feedback givers often assume the receiver knows they mean well. The receiver may be assuming something entirely different. Stating your positive intent out loud can help, though the real skill is knowing when to say it, when to skip it, and how to say it for the particular person in front of you. #Management

Change is often invisible from the outside, which is why this card asks you to plant a flag. Sometimes, it can be helpful to tell the person who gave you feedback what you're working on and invite them to watch for it. #Leadership

Challenging feedback deserves more than an immediate answer. Sleep, a walk, a workout — anything that puts distance between you and the moment it landed. #GrowthMindset

You don't have to agree or disagree with challenging feedback on the spot. You only have to acknowledge it. This card gives you a memorized phrase for the moments you feel stunned. One sentence that buys you time to process. #CareerAdvice

Anxiety can keep most feedback locked up. 21% of managers avoid giving negative feedback. 37% skip the positive. Meanwhile, people leave companies because they never hear how they're doing. The Giving Feedback suit unlocks it. Ten cards, guided by the eagle. #FeedbackLiteracy

👀 It took my breath away to see it for the first time. Still have a few areas to improve, but it’s on track for November launch. Now open to waitlist and enterprise orders: feedbackliteracy.com/deck/ #FeedbackLiteracy #feedback #TalentDevelopment

How to decide if feedback is worth adopting. #TalentDevelopment #GrowthMindset

Don't wait for feedback. Go get it. Ask. Observe. Do things that produce it. Then reflect on it. Recalibrate. Repeat. #GrowthMindset

Your tone is #feedback, too.

Emotion is data to be understood.

Connecting feedback to consequences #leadership