[thinkxl]

Additionally, the explanation might work for the exec asking the question, but not for others.

I don't like that executives don't have to put in the effort to communicate their concerns and put pressure on the people who already have the pressure of researching, validating, and presenting the solution.

I'm probably going deeper than I should. Still, if the executive asking the question isn't technical, he could direct the question to the executive who's supposed to have a technical background that earned their position in the company. You know, people making decisions should have an understanding of what they are building/selling.

[noworriesnate]

One common leadership trend is to give minimal feedback like “this is not cool” and rely on competent people directly under the executive to guess what that means.

Competent people can often lead themselves in the right direction, especially with the use of copious after-meetings in which everyone tries to interpret the executive’s feedback.

After all, the executives are busy and hard to get access to.

[thinkxl]

I agree. You describe how it happens; however, I still don't find a justification for these:

- rely on competent people directly under the executive to guess what that means

- after-meetings in which everyone tries to interpret the executive’s feedback

- the executives are busy and hard to get access to

Imagine having a riddle as feedback in which people from different backgrounds and cultures gather to decipher a meaningful direction.