The Leadership Feedback Challenge: Are You Brave Enough?

Introduction

How often does your team tell you what they really think? Probably less than you’d like. And how often does your leader ask what you think as a team? The Feedback Hot Seat Play bridges that gap, creating a space for open, honest dialogue.

Welcome to FeedbackFirst 2.0 Plays, designed to train teams in feedback skills and uncover blind spots. The plays come with clear, step-by-step instructions, allowing teams to implement them independently or with facilitators.

We’re kicking things off with Leader in the Hot Seat, a bold yet trust-building exercise developed and played by Luciano Pollastri, and his amazing team at Amadeus. Basically, the leader sits down and faces team critical feedback—no by commenting or defending—just active listening and asking for clarification to ensure full understanding. Originally (and dramatically) named Kill the Leader, we refined the title to reflect its collaborative spirit better.

Why This Exercise Works

Leader in the Hot Seat turns feedback into a tool for trust and learning, not confrontation. Here’s how:

1. Build trust through openness – Leaders show vulnerability (and courage) by giving their team the floor. In turn, teams feel empowered to share honest, constructive feedback.

2. Fosters psychological safety – Creates a space where direct, honest feedback thrives—helping teams speak up confidently and transparently.

3. Enhances leadership effectiveness – Surfaces blind spots leaders may not see, helping them become more effective and attuned to their teams.

4. Strengthens team dynamics – Encourages discussion about shared challenges, improvements, and even some surprising insights.

So, grab a whiteboard and a cup of courage—this one’s a game-changer.

How It Works

1. Preparation: Setting the Stage (5 min)Minimal setup, maximum impact. Here’s what you need:

1. Format: Face-to-face preferred if possible. Online requires a digital whiteboard setup.

2. Participants: Include everyone in the (extended) team—from junior staff to senior team members. Bigger teams can split into smaller groups.

3. Materials: Meeting room & Whiteboard or flip chart for documenting feedback. 

4. Avoid Rehearsal: DO NOT INFORM PARTICIPANTS BEFOREHAND—genuine, unfiltered feedback is the goal.

2. Warm-Up Icebreaker: “Two Extremes” (15-20 min)

1. Start with a quick activity to set a tone of openness and warm up the nerves:

2. Draw a real or imaginary line across the room, representing a spectrum.

3. Define the opposite ends (e.g., start with fun facts load ↔ unload the dishwasher, and carefully move to more revealing topics like introvert↔ extrovert or optimist↔pessimist (for a full list, leave a comment)).

4. Participants position themselves along the spectrum.

This sparks laughter, reveals surprising insights, and creates a foundation of trust, making the transition into deeper conversations smoother. Here are detailed instructions.

3. The Leader in the Hot Seat (total 2-2,5 hrs)With the icebreaker complete and the team warmed up, introduce and explain the surprise play

3.1 Step 1: Gathering Feedback (1 hour)To create a safe space: the leader steps out of the room to encourage open discussions.The team discusses and agrees on the feedback points for the leader and writes them down on the whiteboard/flipchart.The feedback must be specific and actionable, with no personal attacks or vague accusations. 

3.2 Step 2: Feedback Presentation (1 hour)Once the leader returns: A spokesperson is nominated to present the feedback.The leader listens. No interruptions—only clarifying questions.

4. Follow-Upafter the Session: Turning Feedback into Action (30 min)Feedback only drives change when followed by action. To ensure impact:

1. The Leader creates an Action Plan: The leader commits to changes based on feedback and shares a plan within a set timeframe (e.g., one month). Go for small wins!

2. Regular check-ins: Use team meetings or one-on-ones to discuss progress. 

3. Reassess progress: Schedule a follow-up session (e.g., Resuscitate the Boss) after six months to review improvements and address lingering challenges.

Real Insights from Luciano’s Experience

🟢 Psychological safety works both ways – When his team spoke freely, Luciano’s commitment to acting on feedback reinforced trust in him.

🟢 Team members learn from each other – The exercise wasn’t just about Luciano; it helped his team share the experiences and tips to navigating Luciano's leadership quirks.

🟢 Vulnerability inspires connection – Luciano’s preparation and openness to feedback inspired his team to be equally transparent, strengthening trust.

🟢 Unexpected insights – Even the most introverted team members provided breakthrough perspectives, proving the power of diverse voices.

🟢 Positive feedback sets the tone – Although the play focuses on "developmental" feedback, Luciano's team began with positive feedback, which created an open and positive atmosphere.

Common Pitfalls & How to Avoid Them

🚫 Turning feedback into a complaint fest → Keep discussions focused on improving behaviors and removing barriers—no dwelling on the past.

🚫 Leader becoming defensive → The key is to smile, breathe, listen, and ask for clarification instead of letting emotions take over the session.

🚫 Lack of follow-up → Without action, trust erodes. Ensure commitments are met to prevent the “what’s the use?” reaction.

How to Maximize the Impact

🔥 Make it a habit: Regular feedback exercises sustain a culture of openness.

🔥 Celebrate progress: Acknowledge changes and improvements to build momentum.

Are You Ready to Take the Challenge?

Leader in the Hot Seat is a powerful way to strengthen team relationships, uncover blind spots, and create a culture where feedback fuels continuous improvement.

Once the leader has shown how it’s done, why not invite everyone in the team to take the Hot Seat? Think your team would be up for this? Challenge them this week and report back!

Stay tuned for more FeedbackFirst 2.0 Plays—your go-to guides for building teams that thrive on feedback.