As professionals advance in their careers, the availability of honest feedback tends to diminish. The author recalls advice from mentor Brian Boland, highlighting that as one rises in the ranks, fewer colleagues are willing to provide candid critiques. This reluctance often stems from concerns about how feedback will be received or a lack of experience in the role. The shift from individual contributor to leadership demands a change in perspective, moving from executing tasks to shaping the organizational culture. The author shares personal experiences, illustrating the importance of creating a safe environment for feedback. After witnessing a senior leader's negative reaction to constructive criticism, she realized that leaders must actively encourage honest dialogue. By asking specific questions like, “What’s one thing I could have done differently?” she transformed feedback into a collaborative effort. Initiatives like "magic wand dinners" at Ancestry further facilitated open conversations, resulting in improvements across teams and products. When giving feedback, trust is essential. Without it, honesty can feel like an attack rather than support. The article stresses that feedback is most effective when it’s framed as help, not judgment. The author emphasizes the need for vulnerability, both in receiving and providing feedback, to foster genuine growth. By actively seeking feedback and demonstrating a willingness to act on it, leaders can uncover valuable insights and address their blind spots.