How would you recommend approaching O3s and Feedback for a team of 22 that is divided among 4 team leads?
Currently I am doing O3s and starting feedback with my 4 team leads. They are doing O3s with their ~4 quasi-directs. The team leads are not managers or supervisors. But they've been very helpful since I don't have the discipline to do 22 meaningful O3s in a week.
The catch I think will be in rolling out feedback to the larger group. For 18 of them, I don't have the same relationship level I have with 4 leads. However, the 4 leads are not managers and not responsible for the sub-team's results (this org structure is dictated from above.). They have expressed concern and hesitation about providing feedback on anything other than technical items (e.g. code or calculations they'll give feedback on, but they won't touch maintaining positive relationships.).
I see 3 obvious options, but see significant downsides to all three. What other options do you see?
1) do 22 O3s each week, then deliver feedback to 22.
2) continue with delegated O3s, but give all feedback myself
3) continue with delegated O3s and allow both team lead and myself to give feedback