Feedback

At Level 5, you lead with feedback at an organizational level. You don't just shape culture—you design and sustain systems that support growth, accountability, and trust. You influence how the company thinks about learning, performance, and improvement. Feedback becomes a strategic advantage.

Key Behaviors

  • Embeds feedback as a pillar of leadership, performance, and culture
  • Partners with executive leadership to design org-wide feedback practices
  • Advocates for company-level changes based on feedback insights
  • Drives alignment between feedback, values, and business outcomes
  • Creates conditions where teams and leaders continuously improve

Common Struggles

  • Risk of over-systematizing and losing the human nuance
  • Balancing consistency with flexibility across teams or functions
  • Maintaining credibility and openness as influence scales

Success Indicators

You know you're successful when you:

  • Champion a feedback culture that aligns with company values and mission
  • Build scalable systems for feedback that empower individuals and teams
  • Influence how leaders lead through feedback
  • Make feedback a strategic asset—not just a management ritual

Mindset Shift

From:

"I help systems learn, adapt, and improve through feedback."

To:

"I make feedback a defining feature of how the company leads, learns, and grows."

Questions to Ask Yourself

  • How does our feedback culture feel on the ground?
  • What feedback have we institutionalized—and is it still useful?
  • What are we missing because we're not hearing it?

Build These Habits

  • 1
    Support systems that close the loop on feedback
  • 2
    Build infrastructure for learning, reflection, and accountability
  • 3
    Develop leaders who grow others through feedback

Seek Feedback

  • "How does our feedback culture feel on the ground?"
  • "What feedback have we institutionalized—and is it still useful?"
  • "What are we missing because we're not hearing it?"

Signals You're Ready to Level Up

  • Feedback drives innovation, alignment, and retention
  • Leaders cite feedback as key to their development
  • Employees describe the org as open, reflective, and resilient

Focus Summary

  • Elevate the system
  • Lead through reflection
  • Make feedback a strategic strength

At Level 5, you make feedback a defining feature of how the company leads, learns, and grows. It's not just in the culture—it *is* the culture.