Beyond the boss: The unexpected value of peer and direct report feedback

But what if the most transformative, career-defining feedback doesn’t come from the top down? What if the richest insights into your performance, impact, and growth potential are waiting for you in the very places you least expect: from the teammate who sees you in action every day or the direct report who quietly notices your blind spots?

In a world where human-centered innovation is reshaping how we lead, feedback is no longer a one-way street. It’s a network of voices, and some of the most valuable ones might surprise you. True innovation is not linear; it's a dynamic loop. It demands that we open ourselves to data—and feedback is another form of powerful, human-centered data—from every source.

Feedback is everywhere, if you’re open to it

Our Principal, Augusto Cangahuala, captures this mindset perfectly:

“Feedback is such a powerful tool, but I agree that it takes discipline not to take it personally. I've received amazing feedback that wasn't easy to hear, but as this story illustrates, it helped me tremendously in the long run. If I may add, feedback can also come from peers and direct reports; it doesn't make it any less valuable. So be open to both; you never know what you will learn there, or how it might help you in your journey.”

This mindset is core to human-centered innovation. It’s not just about building smarter systems—it’s about listening with empathy, across every level of the organization. By inviting feedback from all directions, we unlock deeper learning, stronger relationships, and more inclusive growth.

The empathy algorithm: Turning feedback into fuel

To innovate effectively, we must be objective, which is why we need our own empathy algorithm:

1. Acknowledge the source: Recognize that the person offering the feedback is sharing their perspective from the trenches—the day-to-day reality you may not see from your vantage point.
2. Filter for intent, not ego: Treat feedback like data, not judgment. Listen for the intent, not the delivery—and use it to identify blind spots that may be limiting your performance or team harmony.
3. Find the long game: Remember that the pain of hearing hard feedback is fleeting, but the wisdom you gain from acting on it is the kind of long-term capital that defines your career journey.
4. Positive feedback is invaluable too: Don’t overlook positive feedback - oftentimes we think feedback is only negative or only focus on it when negative feedback is given. Positive feedback is just as, if not more, important and we should utilize it too.

Why the best feedback is often "beside and below"

We instinctively value feedback from above because it's tied to promotion, pay, and power. However, the most nuanced, actionable, and innovative feedback often comes from those who work with you most closely.

The perspective of your peers

Your peers see you in the crucible of execution. They are the ones who truly understand the challenges of the project, the political landscape, and the quality of the hand-offs you make.

• Peer feedback exposes your “collaboration debt.”: Are your requests confusing? Do you unintentionally create more work for others? Peer feedback reveals where your processes break down and where your interpersonal skills need tuning.
• Peers give you a 360-degree reality check: They can tell you if you dominate meetings or if you hang back too much. They provide the necessary contrast to your own self-assessment, which is essential for true self-correction.

The perspective of your direct reports

As a leader, your direct reports hold the ultimate human-centered data set on your leadership style.

• They see your real impact: They can tell you if your vision is clear, if your delegation is inspiring, or if your availability is sufficient. They gauge your leadership not by what you say, but by how you make them feel and how effectively you empower them to do their best work.
• You find future leaders: Being open to their input signals respect and trust, which are the cornerstones of a high-performing team. It unlocks their voice, which is the first step in unlocking their potential.

Making feedback your innovation blueprint

Approach feedback like an innovator: every input- especially the uncomfortable kind, is a signal that your current model can be optimized. Don't dismiss it because of the source; embrace it because of the growth it enables.

In the age of AI, where objectivity is prized, let us apply that same discipline to our human interactions. Embrace the feedback that’s "beside and below." It is the most powerful catalyst for your journey toward being a truly human-centered leader.

Making feedback part of your innovation toolkit

When we normalize upward and lateral feedback, we:

• Model psychological safety
• Build trust across teams
• Accelerate learning loops
• Create cultures of shared accountability

If you’re looking to embed human-centered innovation into your workflow, start with feedback. Here are a few ways to make it actionable:

1. Ask for feedback often—not just during reviews
2. Invite feedback from all levels—especially those who see your day-to-day
3. Use AI tools to surface patterns—but interpret them with empathy
4. Respond with gratitude, not defensiveness—even when it’s hard to hear
5. Share your own feedback stories—to normalize vulnerability and growth

Your 3-2-1 feedback challenge

Don't wait for your annual review. This week, we challenge you to complete the 3-2-1 feedback challenge:

Your next innovation sprint starts with a conversation.

1. Ask 3 peers for one piece of feedback on your collaboration style.
2. Ask 2 direct reports for one piece of feedback on your clarity as a leader.
3. Commit to 1 action based on what you hear.

Be vulnerable. Be disciplined. Be ready to learn something that will fundamentally change your trajectory. Because when we open ourselves to unexpected sources, we don’t just become better professionals. We become better humans.

Cynuria helps organizations design learning cultures where feedback fuels innovation—from every voice, at every level.

Every organization talks about feedback; few truly practice it. Let’s change that. Share this post to spark a more open feedback culture where you work.