Feedback Loops
Reflect, learn, and adapt as a team
Internal: Weekly Alignment Meetings
Keep the internal Liatrio team aligned on progress, priorities, and blockers
Cadence: Weekly (often Monday mornings)
Participants: Liatrio delivery team
What happens: Review health signals, discuss risks/issues, plan the week ahead, surface concerns
What good looks like: Everyone leaves WAM knowing what's priority, what blockers exist, and who's doing what. Decisions get made. Problems get raised and addressed.
Red flag: WAMs don't exist, happen irregularly, or devolve into status reports without discussion or decision-making.
Internal: Retrospectives
Reflect on what's working and what needs to change
Cadence: Regularly (weekly, biweekly, or at phase boundaries)
Participants: Full delivery team
What happens: Team discusses what went well, what didn't, and what actions to take. Retros are action-oriented, not just vent sessions.
What good looks like: Team identifies 1-3 concrete improvements to try. Actions from previous retros are reviewed. People speak honestly but constructively. Changes actually happen.
Red flag: Retros don't happen, same issues raised repeatedly without action, people hold back concerns, or retros become complaint sessions without solutions.
Internal: 1:1s Between Delivery Lead and Team Members
Check in on individual experience, blockers, growth, and feedback
Cadence: Regularly (weekly, biweekly, or at phase boundaries)
Participants: Full delivery team
What happens: Team discusses what went well, what didn't, and what actions to take. Retros are action-oriented, not just vent sessions.
What good looks like: Regular cadence is maintained. Space for honest conversation about both work and wellbeing. Issues get resolved before they escalate.
Red flag: 1:1s don't happen or get consistently cancelled. People feel they can't raise concerns. Feedback only happens in formal review settings.
Internal: Peer Feedback and Pairing
Real-time learning, knowledge sharing, quality improvement
What happens: Code reviews, pairing sessions, asking teammates for input
Impact: Catches issues early, builds team capability, reinforces collaboration
What good looks like: Feedback is frequent, specific, and constructive. People actively seek input. Learning happens continuously.
Red flag: People work in isolation. Feedback only happens when something goes wrong. Knowledge is siloed.
Client: Feedback Loops
Keep client informed, aligned on priorities, and engaged in decision-making
Cadence: Weekly minimum (sometimes more frequent)
Participants: Delivery Lead, Technical Lead, client stakeholders
What happens: Review progress, demo working solutions, discuss risks, align on next steps
What good looks like: Stakeholders are never surprised. Risks are discussed openly. Client provides input on priorities. Trust is built through consistent communication.
Red flag: Meetings don't happen regularly, get cancelled frequently, or devolve into one-way status reports without stakeholder engagement.
Client: Monthly and Quarterly Business Reviews (QBRs)
Broader stakeholder alignment, strategic discussions, outcome review
Cadence: Monthly (for direct stakeholder +1 level up) and Quarterly (for C-suite/executives)
What happens: Review higher-level progress, outcomes achieved, upcoming focus areas, discuss strategy
What good looks like: Executives understand value being delivered. Strategic alignment is maintained. Opportunities for expansion or adjustment are identified.
Red flag: Only immediate stakeholder is engaged. Leadership is surprised by project status or direction. No broader organizational visibility.
Client: Demos and Early Deliverables
Show working solutions early, invite feedback, course-correct before it's too late
Cadence: Weekly or biweekly demos
What happens: Team shows what's been built (not just slides), gets real-time feedback, adjusts based on input
What good looks like: Stakeholders see incremental progress. Feedback is incorporated quickly. Misalignments are caught early when they're cheap to fix.
Red flag: No demos until the end. Work happens in a black box. Client sees final product for first time at delivery and has concerns.
Client: Satisfaction Surveys
Get structured feedback on how engagement is going
Cadence: Monthly pulse checks, end-of-engagement surveys
What happens: Client stakeholders provide feedback on team performance, communication, value delivery
What good looks like: Regular feedback is gathered and acted upon. Trends are visible. Issues are surfaced before they become serious.
Red flag: Surveys never sent or responses ignored. Only survey at the very end when it's too late to adjust.
Feedback Loops
Candace Delany
Created on October 8, 2025
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Transcript
Feedback Loops
Reflect, learn, and adapt as a team
Internal: Weekly Alignment Meetings
Keep the internal Liatrio team aligned on progress, priorities, and blockers
Cadence: Weekly (often Monday mornings)
Participants: Liatrio delivery team
What happens: Review health signals, discuss risks/issues, plan the week ahead, surface concerns
What good looks like: Everyone leaves WAM knowing what's priority, what blockers exist, and who's doing what. Decisions get made. Problems get raised and addressed.
Red flag: WAMs don't exist, happen irregularly, or devolve into status reports without discussion or decision-making.
Internal: Retrospectives
Reflect on what's working and what needs to change
Cadence: Regularly (weekly, biweekly, or at phase boundaries)
Participants: Full delivery team
What happens: Team discusses what went well, what didn't, and what actions to take. Retros are action-oriented, not just vent sessions.
What good looks like: Team identifies 1-3 concrete improvements to try. Actions from previous retros are reviewed. People speak honestly but constructively. Changes actually happen.
Red flag: Retros don't happen, same issues raised repeatedly without action, people hold back concerns, or retros become complaint sessions without solutions.
Internal: 1:1s Between Delivery Lead and Team Members
Check in on individual experience, blockers, growth, and feedback
Cadence: Regularly (weekly, biweekly, or at phase boundaries)
Participants: Full delivery team
What happens: Team discusses what went well, what didn't, and what actions to take. Retros are action-oriented, not just vent sessions.
What good looks like: Regular cadence is maintained. Space for honest conversation about both work and wellbeing. Issues get resolved before they escalate.
Red flag: 1:1s don't happen or get consistently cancelled. People feel they can't raise concerns. Feedback only happens in formal review settings.
Internal: Peer Feedback and Pairing
Real-time learning, knowledge sharing, quality improvement
What happens: Code reviews, pairing sessions, asking teammates for input
Impact: Catches issues early, builds team capability, reinforces collaboration
What good looks like: Feedback is frequent, specific, and constructive. People actively seek input. Learning happens continuously.
Red flag: People work in isolation. Feedback only happens when something goes wrong. Knowledge is siloed.
Client: Feedback Loops
Keep client informed, aligned on priorities, and engaged in decision-making
Cadence: Weekly minimum (sometimes more frequent)
Participants: Delivery Lead, Technical Lead, client stakeholders
What happens: Review progress, demo working solutions, discuss risks, align on next steps
What good looks like: Stakeholders are never surprised. Risks are discussed openly. Client provides input on priorities. Trust is built through consistent communication.
Red flag: Meetings don't happen regularly, get cancelled frequently, or devolve into one-way status reports without stakeholder engagement.
Client: Monthly and Quarterly Business Reviews (QBRs)
Broader stakeholder alignment, strategic discussions, outcome review
Cadence: Monthly (for direct stakeholder +1 level up) and Quarterly (for C-suite/executives)
What happens: Review higher-level progress, outcomes achieved, upcoming focus areas, discuss strategy
What good looks like: Executives understand value being delivered. Strategic alignment is maintained. Opportunities for expansion or adjustment are identified.
Red flag: Only immediate stakeholder is engaged. Leadership is surprised by project status or direction. No broader organizational visibility.
Client: Demos and Early Deliverables
Show working solutions early, invite feedback, course-correct before it's too late
Cadence: Weekly or biweekly demos
What happens: Team shows what's been built (not just slides), gets real-time feedback, adjusts based on input
What good looks like: Stakeholders see incremental progress. Feedback is incorporated quickly. Misalignments are caught early when they're cheap to fix.
Red flag: No demos until the end. Work happens in a black box. Client sees final product for first time at delivery and has concerns.
Client: Satisfaction Surveys
Get structured feedback on how engagement is going
Cadence: Monthly pulse checks, end-of-engagement surveys
What happens: Client stakeholders provide feedback on team performance, communication, value delivery
What good looks like: Regular feedback is gathered and acted upon. Trends are visible. Issues are surfaced before they become serious.
Red flag: Surveys never sent or responses ignored. Only survey at the very end when it's too late to adjust.