Rising Stars in Travel and Hospitality Offer Tips for Managing Feedback

Women Leading Travel & Hospitality recently released its fifth annual Top Women in Travel & Hospitality report. The valuable resource highlights female executives who are at the forefront of the travel and hospitality industry. We asked several of our 2025 Top Women in Travel & Hospitality On the Rise honorees — emerging travel and hospitality leaders influencing the industry — about their relationship with feedback. Specifically, we wanted to know how they give and receive feedback to drive team success. Here are their responses. 

Kris Jebson, Executive Director of Industry Partnerships and Events, MGM Resorts International

Managing feedback effectively, both giving and receiving, is essential for leading a team. When giving feedback, I make sure to start with the positive, acknowledging achievements and strengths before addressing areas for improvement. I find this approach creates a more receptive environment rather than focusing only on what needs to be fixed. I also ensure that feedback is a two-way conversation, not something I “talk at” the person. This helps develop solutions collaboratively and feels more empowering for both parties.

Joi Light, Manager, Inclusive Culture and People Experience, Delta Vacations

Feedback is crucial for my growth as well as the success of my team. When it comes to receiving feedback, I realize that the delivery can sometimes be misconstrued. Therefore, it’s important to stay focused on the actual message and that the goal of the feedback is to see me improve. I do my best to stay open-minded and view it as a chance to be better. If someone doesn’t give you feedback and just stands by while you continue to make the same mistakes or not improve, they don’t have your success at the top of mind. When leaders give feedback, it shows they care and they want to see you succeed. I make a genuine effort to process feedback without defensiveness and show my gratitude by applying it in a way that strengthens my performance and contributions.

Holly Moreland, Senior Director of Marketing Technology, Hilton

Feedback is a gift, and that mindset shift helps with both giving and receiving. Constructive feedback can be difficult to give and even harder to hear, but it’s so critical for growth. In giving feedback, clarity is key, so I try to be specific and instructive. Instead of vague statements, pinpoint exact actions and their impact. Timeliness is also critical — I try to give feedback as close to the event as possible. In receiving feedback, clarity is also important. Don’t be afraid to ask questions and then reflect and be honest with yourself on what you heard and what you might do to change.

Danica Posey, Director of Hotel Operations, LEGOLAND California Resort

I create a culture of trust by normalizing feedback as a tool for growth rather than criticism. When giving feedback, I focus on clarity and actionable steps. When receiving it, I remain open and reflective, ensuring alignment with team goals. Regular performance discussions ensure continuous improvement and mutual accountability.

Anel Ruiz, Managing Director, People Impact, United Airlines

Feedback is a gift and it needs to be timely, empathetic and actionable. It’s important to ensure we use feedback as a coaching session, using it as a moment to build trust, to recognize that there’s support for everyone to learn and grow. Equally important is noticing the celebratory moments and acknowledging good work.