“I think we should cut the song.”
The words hung in the air as the creative team behind Disney’s “Frozen 2” sat in stunned silence. After months of work on what was supposed to be a cornerstone musical number, the film’s directors had just delivered what could have been devastating feedback in any other environment.
But instead of defensiveness or disappointment, what followed was a thoughtful discussion. Ideas flowed. Alternative approaches emerged. Within days, the team had pivoted and eventually created “Show Yourself” — a song that would become one of the film’s most powerful moments.
I witnessed this scene while watching “Into The Unknown: The Making of Frozen 2“, a behind-the-scenes documentary on how Disney created this film in one of their most successful franchises. And it crystalized something I’ve long believed: feedback, when woven into the fabric of daily work rather than saved for formal reviews, becomes transformative.
I’m a complete sucker for animated films. From the storytelling to the stunning animation. But what truly fascinates me is the creative process and people behind these incredible stories.
Beyond Critique: Feedback as Collaborative Culture
What struck me most throughout the documentary wasn’t just the artistic talent, but the way feedback flowed in every direction. Senior directors received input from junior animators. Songwriters welcomed critique from story artists. Even the composers and performers engaged in continuous refinement discussions.
This wasn’t the stiff, formal feedback many organisations schedule quarterly or annually. It wasn’t even the “sandwich method” of wrapping criticism between compliments. Instead, it was something far more powerful: a collaborative culture where feedback serves as the primary tool for collective excellence.
The documentary revealed countless moments where team members, regardless of seniority, offered observations that dramatically improved the final product. Each suggestion wasn’t treated as criticism but as a contribution toward their shared vision.
Why Continuous Feedback Drives Innovation
Disney’s approach revealed something that is very powerful: when feedback becomes normalized, it removes fear and helps teams self-correct before issues escalate.
Their culture of open communication and continuous feedback is deeply embedded in Disney’s DNA and is one of the key factors that sets them apart from other studios. The team members clearly understand both the meaning of feedback and its higher purpose – making the story and final product better.
What makes their approach particularly effective:
- Multi-perspective feedback: They engage creative executives for overall story direction, specialists who focus on specific areas like animation or music, and test with audiences early and often.
- Deeply iterative process: They don’t give feedback once and move on; they continuously refine their work based on input from multiple sources, making small adjustments that ultimately create a stronger final product.
- Psychological safety: Everyone on the team is not only encouraged but required to share their ideas and opinions, creating an environment where constructive critique is expected and valued.
Transforming Your Team’s Feedback Culture
With my leadership lens on, here are valuable lessons we can apply from Disney’s approach:
1. Create a foundation of trust and safety
Building a culture where feedback flows naturally requires psychological safety as the foundation. Team members need to know their input is valued and won’t result in negative consequences.
Ask yourself: How am I building trust and psychological safety within my team? What systems and processes support this in my team and business?
2. Develop feedback as a skill, not just a practice
Effective feedback requires specific mindsets and skills. It should be thoughtful, purposeful, and delivered in a compassionate, constructive, and supportive way.
Ask yourself: How am I investing in developing these skills in myself and others? Are we practicing feedback as an everyday habit or saving it for “big moments”?
3. Build mechanisms for diverse perspectives
No single viewpoint gives the complete picture. Creating formal and informal channels for gathering varied feedback ensures more robust solutions.
Ask yourself: What mechanisms exist for you and your team to engage with others and get different perspectives on your projects?
4. Make iteration a core practice, not an exception
The magic happens in refinement. Building time for multiple feedback cycles into your process leads to stronger outcomes than single-pass approaches.
Ask yourself: Have I built time for iterative feedback into project timelines? How can we make small, continuous corrections rather than major overhauls?
Moving From Occasional to Everyday
“The Making of Frozen 2” demonstrates how feedback transforms from a dreaded event to a valuable tool when it becomes part of the everyday rhythm. By embracing open communication, seeking diverse perspectives, and iterating constantly, Disney creates experiences that captivate audiences worldwide.
As leaders, we can apply these lessons to drive growth, development, and innovation in our own teams. Feedback shouldn’t be reserved for performance reviews or crisis moments – it should be how we work together every day
If this resonates with you, I invite you to try the feedback processes in my comprehensive guidebook: How To Give & Receive Constructive Feedback.
