We would recommend that any organisation consider developing a process for providing feedback to leaders from their team members (note: this can be extended to the managers and peers – using a 360 feedback – if needed).

In our experience, this can be an immensely constructive process to help drive maturity of conversation between people in the workplace. We have seen it work best as a brief questionnaire focused on leadership work in behaviours given to team members on a regular (possibly annual) basis. The leader is provided with the data and the opportunity to have a discussion with the team about any questions she or he has. They would then review the results with their own leader and determine a few action items to be recorded and followed up as part of their development planning.