Choose a Useful Feedback Source for a Leadership Practice Goal

A leadership goal needs feedback from someone who can actually see the practice. Broad requests for impressions often produce vague encouragement or a delayed survey result. A coach can help a leader choose one observer, describe the behavior, and agree on a light method that respects the relationship.

Andre wants to become more concise in weekly operating reviews. His coach asks, “Who hears you explain decisions often enough to notice a change?” Andre first names the chief executive, who attends only once a month. After thinking through the meetings, he chooses Priya, his operations chief, who sits beside him in every review. “What could Priya look for?” the coach asks. Andre replies, “Whether I state the decision, reason, and owner before giving background.” The coach suggests that Andre ask Priya for one observation after each meeting rather than a general rating.

The observer should have direct exposure, enough trust to speak plainly, and a reasonable amount of authority or proximity for the request. The leader can also explain that the request is limited to one practice and does not constitute a performance evaluation. A coach should not ask an observer to report private team discussion or collect personal views without consent.

Andre sends Priya a short request before the next review: “I am practicing a clearer opening. Afterward, could you tell me whether I named the decision, reason, and owner in the first minute?” Priya agrees. Andre will capture her observations for three meetings, then bring the notes to coaching. The record gives them examples to discuss and lets Andre decide whether the practice is improving the meeting.