This suggests that leaders can have a powerful impact on fear and quality of work environment by stepping forward to seek feedback about themselves. In fact, research has suggested employee engagement is significantly improved with two-way rather than one-way feedback in supervisory relationships. (See the blog post The most important variable for employee engagement.)
On receiving feedback: Thanks for the Feedback by Stone and Heen, 2014.
On a key aspect of giving feedback that may be difficult to hear: Considering confrontation and challenge.