The tale of "The Emperor's New Clothes" serves as a timeless reminder of the dangers of unchecked power and the importance of honest feedback. In the story, the emperor is deceived into believing he is wearing magnificent clothing, when in reality, he is parading around naked.

Everyone in the kingdom remains silent, afraid to tell the truth—until a child finally speaks up. This story is a powerful metaphor for the modern workplace, especially when it comes to the role of a Chief People Officer (CPO) or HR Director.

As a CPO, you are often the only person in the organisation who can speak the truth to the CEO. Your unique position allows you to provide unfiltered feedback on the true state of the business and the perceptions of employees regarding your business leaders or any initiatives or projects. While your insights may not always be what the CEO wants to hear, they should be confident that you will always offer an honest perspective. When the feedback is negative, it’s not enough to simply present the problem—you must also collaborate with the CEO to find solutions.

One of the greatest challenges in leadership is the tendency for people to view CEOs and Managing Directors as infallible. This mindset can create an environment where leaders are not held accountable, and mistakes go unaddressed. However, leaders are human, and like anyone else, they can make errors. When they do, it's crucial that someone steps up to correct them—not just to prevent potential damage, but also to help them set the right example for the rest of the organisation.

As a CPO, it’s your responsibility to ensure that your CEO does not become the emperor with no clothes. You cannot remain silent when you see your leader heading in the wrong direction; it’s your duty to respectfully guide them back on track.

I recall joining an organisation where the CEO was rolling out new company values. However, these values were met with confusion and resistance because employees had not been consulted, and the values didn’t reflect the day-to-day reality of the workplace. It was clear that there was a disconnect between leadership and the employees, which risked undermining the entire initiative. Despite being warned at the time by the HR Leader that the CEO wouldn’t appreciate my feedback, I knew I had to speak up. I approached the CEO with honesty, and we were able to reposition the values as aspirational goals, then worked together on a plan to engage employees more effectively.

In another instance, I supported a CEO who had a habit of controlling others through fear and frequently used negative language when addressing colleagues in meetings. My goal wasn’t to show that I knew better, but to help the CEO recognise the impact of their words and work towards creating a more positive work environment. It was not an easy thing to do and the CEO ‘ghosted’ me for some weeks after that.

When it comes to giving feedback to your CEO, here are a few guidelines to keep in mind:

• Focus on the greater good: Ensure that your intentions are aligned with the well-being of the CEO and the organisation, rather than a desire to prove yourself right.
• Approach with humility and respect: Always discuss sensitive matters privately, showing the utmost respect for your CEO’s position and responsibilities.
• Tailor your communication: Present the issue in a way that aligns with the CEO’s preferred communication style. This increases the likelihood that your feedback will be well-received.
• Consider involving a trusted ally: If necessary, bring in someone close to the CEO who can help reinforce the message and facilitate a constructive discussion.

By embracing your role as the voice of truth in your organisation, you can help your CEO avoid becoming the emperor with no clothes.

Your courage to speak up not only protects the integrity of the business but also strengthens the leadership and culture of the entire organisation.

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