What Is Executive Feedback?

“The only way to discover your strengths,” wrote Peter Drucker, management guru, “is through feedback.” Very few senior leaders would dispute this but many don’t act on it. Many leaders don’t really want honest feedback, don’t ask for it and don’t get much of it – unless it’s forced on them.

And even if you do want feedback, there’s a key problem. As a senior leader, you wield a lot of power. So while you might be earnest in your quest for feedback, your direct reports, peers or even external stakeholders (e.g. board members) are not likely to knock on your door and say, “I’m going to give you some feedback.”

If you want a genuine assessment of how you’re doing, you’re going to have to make the first move and ask for it. If you want to get relevant, high-quality feedback – let’s talk!

What’s Involved?


  • You’re in a relatively new role, with 12-18 months tenure, and want a meaningful check in with your key stakeholders regarding your performance and improvement opportunities
  • You’ve got high potential leaders on your team who need to identify and confirm the next steps in their developmental journey
  • You’re undergoing a review process with senior leadership or the Board and they want to get specific feedback regarding your leadership attributes
  • Regulatory, reporting or fiduciary requirements dictate the collection of stakeholder feedback as part of your review process
  • You’ve got specific concerns regarding the leadership attributes and actions of an executive team member and want to better understand the dynamics behind the situation

Why Scott?

  • Recognized expertise identifying the attributes and behaviours critical to effective leadership performance
  • Dedicated focus on linking business strategy and context to leadership effectiveness
  • Streamlined methodology and tools to enable the collection of high-quality, relevant and actionable feedback
  • Significant experience working with executives and boards in the collection of actionable feedback and provision of follow-up support

If you want to get relevant,
high-quality feedback and a genuine
assessment of how you’re doing,
you’re going to have to make the
first move and ask for it.

“The interview style narrative 360 feedback that Scott conducts is without question the best formal feedback that I receive. Scott is very thorough, forthright, and provides the information in a way that allows for action and true personal growth. I will definitely continue to work with Scott as I seek additional feedback in the coming years.”

Ken Seitz
President and CEO
Canpotex Ltd.

“Scott recently worked with us on a project to complete a CEO leadership review. Scott’s facilitation and organization made the process seamless. The results were clear, actionable and constructive. His facilitation of the meetings was critical to ensuring a positive and productive outcome. We are happy with the result and grateful for Scott’s expertise and support through this project.”

Nancy Harrison
Board Chair
Life Sciences BC

Case Study

After her first 18 months in her role, the Chief Operating Officer of a global resources company was asked to identify priority development goals by the Board and CEO. Primary motives included a desire to ensure continued enhancement of current capabilities as well as determine succession potential for the future. We worked with the CEO and COO to identify key leadership competencies and performance criteria, conducted multi-stakeholder interviews to gather relevant feedback, analysed and generated summary findings, facilitated the debrief conversations and supported the creation of targeted development plans.