Feedback is one of the most valuable skills a young leader can develop.
Yet, for many people, it is also one of the most uncomfortable. Whether you’re working on a team project, leading a volunteer initiative, building a business, or navigating personal relationships, there comes a moment when you need to help someone improve. The challenge is doing so in a way that inspires growth rather than defensiveness.
This is a lesson that Russell and Samantha Ford have spent years teaching and living.
If you are familiar with Cumorah Academy, you may already recognize their faces. Since 2022, Russell and Samantha Ford have been part of the Academy experience, sharing their knowledge, mentoring students, and helping young adults develop leadership skills that extend far beyond the classroom.
Their approach to feedback offers an important reminder: people grow best when they feel supported, understood, and respected.
Why Feedback Matters
Many leaders avoid feedback altogether.
Some worry about hurting feelings. Others fear creating conflict. As a result, problems remain unaddressed, growth slows down, and opportunities for improvement are lost.
On the other hand, some people provide feedback without much thought or preparation. Their words may come across as criticism rather than support, leading to misunderstandings and damaged relationships.
The reality is that feedback should never be viewed as an attack.
Feedback is a tool for growth. It helps people recognize their strengths, improve their weaknesses, and become better versions of themselves.
Russell and Samantha taught students at Cumorah Academy how to approach feedback in a way that encourages progress and strengthens relationships.
One of the frameworks they introduced was the ADKAR Model.
The ADKAR Framework for Constructive Feedback
Developed by Jeff Hiatt, founder of Prosci, the ADKAR Model was originally designed to help organizations navigate change successfully. The framework focuses on five key elements:
- Awareness – Understanding why change is needed.
- Desire – Developing the motivation to improve.
- Knowledge – Learning what needs to be done.
- Ability – Applying knowledge through action.
- Reinforcement – Creating habits that sustain improvement.
While originally designed for organizational change, Russell and Samantha showed students how these principles can also improve the way feedback is delivered.
Imagine a teammate who consistently misses deadlines.
Instead of immediately criticizing them, you could first create awareness by discussing the impact of delayed work. Then, help them develop the desire to improve by showing how better performance benefits both them and the team. Share knowledge about time-management strategies, help them build the ability to implement those strategies, and reinforce positive changes when progress is made.
Feedback becomes much more effective when it focuses on helping someone succeed rather than simply pointing out mistakes.
The Importance of How You Communicate
Another lesson the Fords emphasized is that feedback is not only about what you say but also how you say it.
When speaking face-to-face, body language, eye contact, and tone of voice communicate just as much as words.
A respectful posture and warm tone can help the other person feel valued, even during difficult conversations.
The same principle applies to written communication.
Whether you’re sending an email, text message, or Slack message, your wording should reflect empathy and respect. Without facial expressions and vocal tone, written feedback can easily be misunderstood.
Great leaders understand that communication is not simply about delivering information. It is about helping people feel heard, understood, and supported.
Mentors Who Practice What They Teach
Part of what makes Russell and Samantha’s lessons so impactful is that they come from real-life experience.
Russell is a lawyer and business owner from Leicester, United Kingdom. He also serves as a bishop in his church. Earlier in life, he served a mission in France and Switzerland, where he learned valuable lessons about leadership, service, and working with people from different cultures and backgrounds.
Samantha is an adult education teacher and seminary teacher. Her passion for helping others learn and grow has shaped her career and volunteer service. She has also participated in horse-riding programs for people with disabilities, an experience that strengthened her commitment to serving others.
Together, they bring a unique combination of professional expertise, leadership experience, and genuine care for people.
More importantly, students consistently describe them as mentors who listen, encourage, and inspire.
João de Araújo from Brazil shared:
“They gave me a sense of trust from the very beginning, especially Russell, who gave me big ideas for my life. Their experience, humility, and genuine interest in the students made the classes engaging and meaningful.”
Trust is often the foundation of effective feedback. When people know you care about their success, they become more open to learning and improving.
Andrea Márquez from Venezuela experienced something similar.
“I admire them a lot. They have such a powerful way of being, and Russell is so loving towards us, and he has a passion for Cumorah Academy’s vision. Their classes helped me understand how communication can truly strengthen leadership.”
These comments highlight an important truth: the most influential mentors do more than teach principles. They model them.
How You Can Apply These Lessons Today
Whether you are leading a team, working with classmates, or building stronger relationships, you can begin applying these principles immediately.
Here are a few practical steps:
1. Focus on Growth, Not Blame
Before giving feedback, ask yourself: “Am I trying to help this person improve, or am I simply expressing frustration?”
Your intention matters.
2. Start With Understanding
Take time to understand the situation before offering solutions. Ask questions and listen carefully.
3. Be Specific
Vague feedback creates confusion. Focus on clear behaviors and practical improvements.
4. Reinforce Progress
Don’t only point out mistakes. Recognize growth and celebrate improvements.
5. Adjust Your Communication Style
Consider the setting, the person, and the communication channel. The same message may need a different approach depending on the circumstances.
Grow as a Leader at Cumorah Academy
The lessons taught by Russell and Samantha Ford remind us that leadership is not about control—it’s about helping others become their best selves.
The way you communicate can strengthen relationships, build trust, and inspire meaningful growth.
At Cumorah Academy, students learn these principles through mentorship, hands-on experiences, leadership training, and meaningful relationships with mentors from around the world.
