Why senior leaders don’t get the feedback they need, and why it matters more than ever
When was the last time someone on your team challenged an idea or direction you shared?
I work with senior leaders across a wide range of sectors, and there’s one challenge almost all of them quietly struggle with, but rarely admit out loud: the higher you rise, the less candid feedback you receive.
It’s not because people lack opinions about your decisions or direction. They have plenty. But as the titles on your business card get longer, the truth gets softer. Team members choose their words more carefully, and peers tend to stay diplomatic. Direct reports play it safe, and bosses often assume you already “get it.”
Before long, leaders at the top are surrounded by polite agreement, curated updates, overly positive performance reviews, and praise that avoids pointing out blind spots or areas for improvement.
And that’s dangerous territory for any leader who wants to grow.
The leadership paradox: Authority up, truth down
Most senior leaders are far more accustomed to being pandered to than challenged. The power dynamics in any organization are real:
People don’t want to upset them
They don’t want to risk the relationship
They don’t want to be wrong
And they definitely don’t want to give negative feedback to the person who signs their review and holiday requests
So feedback gets filtered, softened, delayed, or never delivered at all.
As a result, leaders receive only the most comfortable version of the truth.
This is how unproductive behaviours take root and go unaddressed:
A VP dominates conversations without realizing it
A CEO’s “decisiveness” comes across as intimidating
A Director’s need for control quietly kills initiative and innovation
An executive’s lack of approachability is mistaken for arrogance
It’s not because they’re bad leaders. But because no one is telling them.
Candid feedback is a competitive advantage
The most significant risk to a senior leader isn’t failure. It’s being the last person to know the negative impact they’re having on their team because they’ve created an environment where honest input is stifled. Problems are left to linger, leading to employee dissatisfaction.
Candid feedback helps to:
accelerate growth
strengthen trust
improve decision-making
help leaders address patterns before they become cultural norms
reduce employee turnover
The most effective leaders I work with are not the ones who are perfect, they’re the ones who are genuinely curious about how they show up and willing to examine where they fall short.
Where executive coaching makes the difference
One of the most valuable things I offer in my coaching work is precisely this: direct, unfiltered feedback delivered with respect and a commitment to their success.
My job isn’t to flatter them, it’s to serve them.
That means:
Naming behaviours others tiptoe around
Holding up a mirror when impact doesn’t match intention
Challenging unhelpful narratives
Surfacing patterns that limit influence
I often tell clients, “You don’t hire a coach to tell you you’re great. You hire a coach to help you grow.”
And growth doesn’t happen without candour.
How leaders can invite more candid feedback
If you want more truth in your leadership world, here are simple practices that make a real difference:
Ask specific questions: “What did I do last week that made collaboration harder?” This beats “Any feedback?”
Respond with curiosity, not defensiveness: People watch your reaction once. If it’s good, you’ll hear more. If not, they’ll stay silent.
Thank people for taking a risk. Even if you disagree.
Close the loop. Share what you changed based on their input.
Have at least one person who isn’t afraid to challenge you. Everyone needs someone willing to tell the truth when others won’t.
Closing thought
The higher you go, the more intentional you must be about engineering candour into your life. Surround yourself with people who want the best for you, not people who want to stay on your good side.
Great leaders don’t fear the truth. They seek it out. And when they receive it, they grow, not just for themselves, but for everyone they lead.