In order to effectively lead and manage any organization, it is imperative that the leader/manager knows what is going on in his/her organization. This feedback allows for for mid-course corrections when things aren't working out as planned. It also let's you know when your initiatives are being misinterpreted or ignored. When the organization is not implementing your plans, you have to find out why and figure out whether there is a problem with the plan or with how the plan was communicated.
Receiving quality feedback up through the chain of command is an age-old problem that can never be fully solved. There are fables of kings dressing as commoners in order to learn the true state of their kingdom. While this approach does not often work in modern organizations, there are many techniques that can help.
Culture. Try to create a culture that rewards accurate feedback. You can't make good decisions with bad information.
Channels of communication. Create multiple channels of communication for feedback, some of which should be anonymous. These can include blogs, email, voice mail, suggestion boxes, small group meetings, informal hallway chats, informal lunches, and the best of all, impromptu visits to various work areas. Pick a few of these and practice them regularly so that everyone begins to feel comfortable with them.
Response to feedback. When you receive negative feedback, model the appropriate behavior consistent with the culture you wish to create. Recognize that the lack of negative feedback indicates a serious problem in part of your organization.
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