As senior executives move up the ranks, their skills and talents become solidified, making them more efficient in their job and less prone to receiving feedback.
While top executives may welcome criticism, most may not want to accept constructive feedback based upon their position or the level within the organization.
It is important to instill a constructive and creative way for top executives to receive feedback due to the success factors that can be reached within all levels of the organization managing at a high level.
Executives must be open to building relationships with subordinates and cultivating a culture built on strong, open communication. By doing so, employees at all levels will begin to integrate, openness into their work tasks with peers leading to ultimate success for projects and outward facing materials. Not only will employee trust be strengthened, but the entire culture of the organization will also thrive as both management and subordinates can actively engage in constructive communication and improvements.
Think of the organization as a blank slate. If the company was rebuilt today, what features of the current company would be brought into the new business? What features would be left behind? What employees would be brought in? What employees would not pass the interview process? By having top-level management take the time to examine these questions and intuitively look at the success and failures of the company, recommendations and a new path for implementation will become more evident. By creating an environment of feedback and coaching, it will provide a fresh outlook on the company processes while still allowing the executive accept feedback in an alternative way.