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CALL to Discovery
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Leadership Feedback Loop
What it means for you
CALL to Discovery
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Sep 2025
This year, we’re introducing a new initiative at Celfocus: the Leadership Feedback Loop.
Our leaders will receive 360º feedback from different sources. Because what we deliver is not separate from how we deliver, results do matter, but so does the way we lead, communicate, and empower others.
Think of it as a 360º mirror. Leaders at Celfocus (from AM/AS upwards) will be getting feedback from all angles — their manager, their peers, their direct reports, and even themselves. Instead of one single opinion, it’s a full-circle view of how leadership is really experienced. Sometimes it’s flattering, sometimes it’s a wake-up call. Both are good.
Because leadership isn’t just about results — it’s about the example we set every day. The same Human Skills are already part of how Trainees to Senior Professionals are assessed, so it’s only fair that senior profiles are held to the same standard. And for Celfocus to grow sustainably, we need leaders who grow as well. At the end of the day, we all share responsibility for how we engage with each other and how we make work happen.
As you’ve read in the article above, it’s our Human Skills Backbone — nine skills that we, as Celfies, said matter most. They are not “soft skills” – actually, calling them ‘soft skills’ is misleading — there’s nothing soft about the way they shape teamwork, decisions, communication, and whether people actually want to work with you.
Individually: every leader gets insights into their behaviors — a clear picture of strengths to keep building on, and blind spots to improve. In other words, feedback that can actually be used.
Collectively: we’ll understand where we stand as a leadership community, where the gaps are, and what we can do to step up together.
Accountability. Growth without accountability is just wishful thinking. By linking a small part of the annual incentive (4%) to this process, we make sure leadership behaviors are not just “nice to have,” but part of what it means to deliver at Celfocus.
If you’re giving feedback: Be honest, respectful, and constructive. Your answers will be anonymous when shared with the person receiving them, so use that safety to be candid and helpful. Think “truth with care,” not “brutal honesty.”
If you’re receiving feedback: Don’t panic, don’t over-celebrate either. Read, reflect, and use it. Feedback is a gift — sometimes beautifully wrapped, sometimes in plain brown paper. It’s still a gift.
For all of us: Take it seriously. The process only works if we all lean into it with openness and a bit of courage.
You will be hearing more about this process in a few days and we have a User Guide prepared with detailed information about this process. But in a simple timeline:
There are also training sessions being prepared to help you navigate into the core fundaments on how to give constructive feedback, how to interpret that feedback and about the dashboards itself.
This process isn’t just for those being evaluated — it’s for everyone involved. Giving feedback is as important as receiving it, and both require accountability. Think of it as a team sport: if one side doesn’t play, the game doesn’t work.
This article is brought to you by Catarina Choi, People Director.
This year, we’re introducing a new initiative at Celfocus: the Leadership Feedback Loop.
Our leaders will receive 360º feedback from different sources. Because what we deliver is not separate from how we deliver, results do matter, but so does the way we lead, communicate, and empower others.
Think of it as a 360º mirror. Leaders at Celfocus (from AM/AS upwards) will be getting feedback from all angles — their manager, their peers, their direct reports, and even themselves. Instead of one single opinion, it’s a full-circle view of how leadership is really experienced. Sometimes it’s flattering, sometimes it’s a wake-up call. Both are good.
Accountability. Growth without accountability is just wishful thinking. By linking a small part of the annual incentive (4%) to this process, we make sure leadership behaviors are not just “nice to have,” but part of what it means to deliver at Celfocus.
This year, we’re introducing a new initiative at Celfocus: the Leadership Feedback Loop.
Our leaders will receive 360º feedback from different sources. Because what we deliver is not separate from how we deliver, results do matter, but so does the way we lead, communicate, and empower others.
Think of it as a 360º mirror. Leaders at Celfocus (from AM/AS upwards) will be getting feedback from all angles — their manager, their peers, their direct reports, and even themselves. Instead of one single opinion, it’s a full-circle view of how leadership is really experienced. Sometimes it’s flattering, sometimes it’s a wake-up call. Both are good.
Because leadership isn’t just about results — it’s about the example we set every day. The same Human Skills are already part of how Trainees to Senior Professionals are assessed, so it’s only fair that senior profiles are held to the same standard. And for Celfocus to grow sustainably, we need leaders who grow as well. At the end of the day, we all share responsibility for how we engage with each other and how we make work happen.
As you’ve read in the article above, it’s our Human Skills Backbone — nine skills that we, as Celfies, said matter most. They are not “soft skills” – actually, calling them ‘soft skills’ is misleading — there’s nothing soft about the way they shape teamwork, decisions, communication, and whether people actually want to work with you.
Individually: every leader gets insights into their behaviors — a clear picture of strengths to keep building on, and blind spots to improve. In other words, feedback that can actually be used.
Collectively: we’ll understand where we stand as a leadership community, where the gaps are, and what we can do to step up together.
Accountability. Growth without accountability is just wishful thinking. By linking a small part of the annual incentive (4%) to this process, we make sure leadership behaviors are not just “nice to have,” but part of what it means to deliver at Celfocus.
If you’re giving feedback: Be honest, respectful, and constructive. Your answers will be anonymous when shared with the person receiving them, so use that safety to be candid and helpful. Think “truth with care,” not “brutal honesty.”
If you’re receiving feedback: Don’t panic, don’t over-celebrate either. Read, reflect, and use it. Feedback is a gift — sometimes beautifully wrapped, sometimes in plain brown paper. It’s still a gift.
For all of us: Take it seriously. The process only works if we all lean into it with openness and a bit of courage.
You will be hearing more about this process in a few days and we have a User Guide prepared with detailed information about this process. But in a simple timeline:
There are also training sessions being prepared to help you navigate into the core fundaments on how to give constructive feedback, how to interpret that feedback and about the dashboards itself.
This process isn’t just for those being evaluated — it’s for everyone involved. Giving feedback is as important as receiving it, and both require accountability. Think of it as a team sport: if one side doesn’t play, the game doesn’t work.
This article is brought to you by Catarina Choi, People Director.
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