Zi Kit Toh is redefining how organizations approach leadership development. As the founder of Emote, a consultancy that equips leaders with practical tools to build trust and connection, he has worked with clients across sectors—including GIC, Shell, the Singapore Police Force, and the Ministry of Health. In 2023, he also co-founded Bros Before Woes, a hybrid initiative offering men a safe space to confront personal challenges together. Whether coaching executives or building safe communities, Zi Kit Toh’s philosophy is consistent: leadership begins with human connection—and grows through meaningful feedback. In this feature, he unpacks why feedback isn’t just a soft skill—it’s the heart of a high-performing team.
Highlights
- The Feedback Gap: What’s Holding Back Your Team’s True Potential
- Feedback Isn’t a Soft Skill—It’s a Performance Strategy
- Engagement Begins with Communication
- Why Leaders Hesitate—and Why That’s a Problem
- Feedback Builds Teams—Avoidance Breaks Them
- The COIN Technique: A Tool for Clear, Constructive Feedback
- From Awkward to Operational
- Final Thoughts
The Feedback Gap: What’s Holding Back Your Team’s True Potential
Despite the popularity of leadership books, performance frameworks, and engagement tools, many organizations overlook one of the simplest—and most powerful—drivers of team growth: feedback. Zi Kit Toh has helped hundreds of leaders strengthen communication and trust, and he’s seen a consistent truth emerge: without feedback, teams stall.
Feedback Isn’t a Soft Skill—It’s a Performance Strategy
For Zi Kit Toh, feedback is a strategic competency, not a personality trait. Through Emote’s workshops and flagship programs, he shows leaders how to give actionable, honest feedback without awkwardness or conflict. His approach is rooted in real-world leadership—not theory.
As he puts it: “Your team doesn’t need more small talk. They need direction.” His methodology allows leaders to integrate feedback seamlessly into operations, focusing on what actually drives outcomes.
Engagement Begins with Communication
The data supports his philosophy. According to Gallup, employees who receive meaningful feedback weekly are 80% more engaged—and engaged teams see up to 21% higher profitability. PwC research reveals that younger employees, especially, crave regular feedback: 72% of those under 30 want it at least weekly.
“People aren’t guessing anymore,” Zi Kit Toh explains. “They want to know where they stand and how they can grow.”
Why Leaders Hesitate—and Why That’s a Problem
Despite the data, many leaders shy away from giving feedback. Zi Kit Toh says the hesitation is often emotional—leaders fear being misunderstood, hurting relationships, or simply making the situation worse.
“But silence doesn’t protect your team,” he says. “It creates confusion. It lowers standards. And it pushes away your top talent.”
Avoiding difficult conversations sends the wrong message to high performers: that excellence isn’t expected, and mediocrity is tolerated.
Feedback Builds Teams—Avoidance Breaks Them
Zi Kit Toh emphasizes that feedback is about more than correction—it’s about connection. When underperformance goes unaddressed, it affects morale, momentum, and trust. In contrast, a culture of continuous feedback keeps teams aligned, engaged, and improving.
“Don’t wait for quarterly reviews to say what needs to be said,” he advises. “Say it when it matters.”
The COIN Technique: A Tool for Clear, Constructive Feedback
To make feedback easier and more actionable, Zi Kit Toh recommends the COIN technique:
- Context: “During yesterday’s team meeting…”
- Observation: “…you interrupted before Jane finished speaking.”
- Impact: “…it made it harder for her to share her idea, and the team lost momentum.”
- Next Step: “How can we ensure smoother conversations next time?”
This technique keeps feedback specific and focused, while inviting collaboration instead of confrontation. Zi Kit Toh encourages leaders to use COIN for both redirection and reinforcement—so positive behaviors get recognized too.
From Awkward to Operational
The goal, Zi Kit Toh stresses, is to make feedback a natural part of leadership—not something reserved for emergencies. By embedding short, honest conversations into daily routines, leaders build a team culture where feedback is expected, not feared.
“Feedback isn’t an interruption,” he says. “It’s the work.”
Final Thoughts
Zi Kit Toh’s leadership journey—from consulting multinational firms to co-founding a men’s mental health initiative—underscores one powerful truth: people don’t just want to work; they want to belong, grow, and be seen. His frameworks simplify the complexity of people leadership and make feedback an operational habit, not an emotional hurdle. For founders, team leads, and C-suite executives alike, his message is clear—start leading with clarity, not silence. Because in the end, great leadership isn’t about saying more—it’s about saying what matters.
Highlights
- The Feedback Gap: What’s Holding Back Your Team’s True Potential
- Feedback Isn’t a Soft Skill—It’s a Performance Strategy
- Engagement Begins with Communication
- Why Leaders Hesitate—and Why That’s a Problem
- Feedback Builds Teams—Avoidance Breaks Them
- The COIN Technique: A Tool for Clear, Constructive Feedback
- From Awkward to Operational
- Final Thoughts
Read the article in Chinese here.
Editor’s Note:
Adapted from the LinkedIn article “Stop Avoiding Feedback — Your Team’s Performance Depends on It” by Zi Kit Toh, Founder of Emote and Co-Founder of Bros Before Woes. Edited for clarity and flow.
