Leadership & CEO Feedback with debrief
We run confidential feedback processes for CEOs and senior leadership teams. We’ve done this for FTSE 100 leaders and their boards because we know how messy this stuff can be when you try to do it yourself.
Most People teams are asked to gather feedback on the very people they report to. That puts them in a lose-lose situation. People hold back. Managers get defensive. And nothing useful comes out of it. And because it’s internal, you can’t be sure the feedback is fair or impartial.
That’s where we help.
This isn’t the same as your company wide 360 process. It’s a structured leadership feedback process designed specifically for senior teams and CEOs.
The output is honest, useful and delivered in a way that protects anonymity, builds trust, and gives people real insight they can act on.
How it works
1. Agree scope, confidentiality, communication and participants
We start by working with you to clarify what you need to learn and who should take part. This includes setting expectations about confidentiality, how we communicate with participants and how the output will be used. We make sure everyone involved understands the boundaries and feels safe to speak up.
We map who inputs feedback, who sees reports, who gets debriefed, and how the process aligns with your timing.
2. Design questions and process
We draft tailored questions, aligned with the leadership behaviours and performance areas that matter to your organisation. We balance what the board cares about, what the CEO needs, and what the leadership team can realistically act on. We do this alongside your CEO. They are always part of this conversation.
We also design the process so it works for the group you’re asking. As standard we’ll conduct a team 360 survey and we’ll follow up with 1-1 interviews with key voices. We’ll recommend the approach that will generate the best quality feedback.
3. Collecting feedback
We lead the data gathering. We reach out to participants, run interviews where needed and manage surveys. We protect anonymity and minimise evaluation anxiety. People respond differently when the feedback is going to HR versus going to an independent facilitator. We make sure contributors can be honest without worry.
4. Summarise and collate reports
We prepare written reports for three audiences: the CEO, the senior team, and the board. Each is tailored to what they need to know, how they use insight, and what level of detail is appropriate.
We organise what we hear into clear themes without jargon. We point to patterns and priorities. No data dumps.
5. CEO debrief
We run a one-to-one debrief with the CEO. This is a space to hear what people said, explore how the leader experiences it, and start forming the next steps. We protect confidentiality where necessary. We help them make sense of the feedback and think about what matters most going forward. If you want, we can also support follow-on coaching or team sessions.
Who this is for
People teams who’ve been asked to gather leadership feedback but don’t have the time or distance to do it fairly
Executive Assistants who need a facilitator to run the process on behalf of leadership
Boards and Chairs who want clear insight without creating tension between functions
CEOs and senior teams who are serious about understanding how their leadership lands
If you want to talk about doing this for your organisation, we’ll pick up where you are and help you design something that fits your culture and timeline.
Get in touch and we’ll talk through your situation and how this could work for you.