Creating Clear Paths for Upward Feedback to Executive Leadership
Designed for Mid-level HR business partners coaching frontline leaders in organizations with hierarchical cultures to spark real collaboration and high-energy learning.
An in-person, 90-minute workshop at company HQ. Participants are HRBPs who support leaders struggling to surface honest feedback for senior executives. Common pain points include vague 'open door' policies, fear of retaliation, and leaders' skepticism about whether employees will share real concerns.
The Whisper Network Map
Invite participants to sketch 'feedback travel maps' of their organization, tracing how feedback really moves (e.g., via trusted intermediaries, skipped levels, rumor mills). Then, compare this with the org chart. This visual surprise immediately highlights the gap between formal channels and actual practice.
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Why this works
Seeing informal vs. formal feedback routes builds curiosity and reveals hidden dynamics, setting the stage for improvement.
Feedback Filter Busted
Show three anonymized real-life examples of 'sugarcoated' upward feedback that never sparked change (e.g., 'leaders are doing great!' survey comments). Ask participants to guess what leaders think is being said, then reveal what employees actually meant.
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Why this works
Uncovering the gap between what is reported and what is meant challenges assumptions and exposes common misconceptions.
Sticker Dot Temperature Check
Distribute sets of colored sticker dots. Participants walk to feedback channel posters (e.g., 'Skip-levels', 'Suggestion box', 'Pulse survey', 'Open forums') and place dots on the channels they feel most comfortable using—no explanation required.
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Why this works
A low-pressure, anonymous way for everyone to participate and see group sentiment instantly, reducing social anxiety.
Upward Feedback Fishbowl
Run a rapid-fire fishbowl where one volunteer acts as the 'executive', another as an employee, and three as observers. The 'employee' delivers upward feedback using a new tool (e.g., SBI model), while observers note what supports or blocks real dialogue. Rotate roles for maximum energy.
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Why this works
Role-play with quick rotation energizes the room, builds empathy, and puts theory into tangible practice.
The Courageous Choice Dilemma
Present a scenario: 'You’ve just heard about a policy decision causing quiet concern on your team. Do you coach your leader to bring it up with the executive as-is, or filter for diplomacy?' Small groups debate the risks and trade-offs, then share their decision and reasoning.
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Why this works
Real dilemmas drive relevance and require critical thinking—they force participants to weigh real-world consequences.
My Upward Feedback Commitment
Invite each participant to silently write one concrete action they’ll take in the next 7 days to strengthen upward feedback (e.g., 'I’ll open my next team meeting with a specific feedback invitation and pause for 30 seconds'). Optionally, share commitments in pairs for accountability.
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Why this works
Personal commitment and reflection anchor learning, making transfer to real work much more likely.
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