Case 4: “Why does nothing happen when I speak up?”
Situation: Several employees have given feedback about unsafe leadership but feel that nothing is done about it. They stop speaking up.
Reflection as a Proactive Confidential Advisor:
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Where in the chain is the feedback delayed or neutralized?
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What does this say about psychological safety and ownership?
Proactive response:
- Set up a confidential roundtable with HR, the Works Council, and management about the follow-up on feedback.
- Establish feedback loops in a clear cycle (signal → follow-up → evaluation).
Values to apply: trust, responsibility, transparency.
Tool: feedback follow-up dashboard + reflection conversation about leadership culture.
Tools for Proactive Confidential Advisors
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Case Reflection: Use cases as an entry point for conversations about culture, not as isolated incidents.
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Values Compass: Specify which values you place at the center of your approach.
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Prevention Mirror: Compare signals with existing interventions. What works? What has become ritual?
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Micro-Interventions: Deploy short, targeted actions: statements in meetings, quote of the week, mini e-learning.
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Reporting as Advice: Use your insights to make concrete recommendations at the team or organizational level.