Lately I've been thinking a lot about closed-loop communication.
You know that feeling when someone closes the loop with you—tells you what happened, what they did, how it played out? It's like something clicks into place. That tiny "ahh, yes." It feels right. Aligned. Like the plan is working.
And when it doesn't happen? You feel it too. Something's missing. The pieces aren't quite fitting, but you can't name why.
- "Do other people feel the same urgency or ownership I do?"
- "Is this resonating with them the way it does for me?"
- "Am I the crazy one?"
Here's the truth: we all forget to close the loop. I've done it. My team has done it. Your team has too. Maybe more often than not. But that doesn't mean it's not fixable—or important. Because when we consistently miss this step, we're not just losing information, we're losing the thread that connects our strategy to our results.
Circling back really matters
I've seen too many strategies fail not because they were wrong, but because the execution happened in a vacuum. The feedback loop is what bridges that gap.
It aligns your strategy with execution. When someone closes the loop, they're not just giving you an update. They're connecting their work back to the bigger picture.
It builds trust. The feedback loop says: "I see you. I heard what you said. I followed through."
It teaches people how to think, not just do. Closing the loop requires reflection, judgment, ownership. It's the difference between completing a task and leading a result.
It energizes the team. When feedback is returned, progress shared, and clarity restored—it creates momentum. It's contagious.
Is your team closing the loop?
Here's what I've learned after 20+ years of leading teams: you can tell a lot about someone's engagement by how they handle the follow-through. The people who truly care about the work don't just complete tasks—they complete the conversation. Ask yourself:- Are they curious beyond their task list?
- Do they follow up without being asked?
- Do they bring you clarity—or more questions?
- Are they showing signs they get the "why" behind the work?
Closing the loop is a quiet way people show they care. And when you notice someone doing it, acknowledge it. That's the culture you want.
It's about connection, not control
I know what you're thinking: "This sounds great in theory, but how do I actually make it happen without seeming like I'm hovering?" The answer is simpler than you think. If you're leading others, try this:
"Can you close the loop with me by [end of week/next step/etc.]—even if it's just a quick update? It helps me know we're aligned."
It's not micromanaging. It's leadership. And your team deserves that level of clarity. And in a world where we're all moving fast and juggling priorities, that connection is what turns good strategies into great results.
I've watched teams transform when they master this simple practice. Suddenly, the work has more energy. Decisions get made faster. People feel more confident in their roles because they understand how their piece fits into the whole.
In the reading mood?
For more strategy and leadership insights, check out my article on Must-Haves At Your Next Quarterly Planning Session. Hint: It also requires identifying what you don't need.