How do you ensure that organizational effectiveness feedback is timely, relevant, and actionable? - Analyze feedback objectively and critically

As consultants or other helping professionals, we often encounter two significant mistakes: 1) Valuing every stakeholder's opinion equally and/or 2) Overemphasizing the CEO's voice (or that of whoever may be paying us) as the most critical in implementing necessary changes. Over the years, I've learned that stakeholders possess varying levels of expertise and impact. The feedback from the loudest person or the one with the most authority should not always be the primary consideration. Those voices often should not carry the same weight as those who are most knowledgeable and directly affected by the proposed changes. Frequently, these individuals may not be able to advocate for themselves, making it our duty to amplify their voices.