Every leader has blind spots. Even the most seasoned executives—those with decades of experience—sometimes miss the impact they have on their teams, the subtle ways their communication style influences collaboration, or how their decision-making approach shapes company culture. This is where 360 feedback becomes an invaluable tool in executive coaching.
We recently worked with a senior leader who was well-respected but struggling with team engagement. Their direct reports were hesitant to speak up, peers felt they dominated meetings, and their supervisor sensed frustration simmering beneath the surface. But none of this was immediately visible to the leader. Enter 360 feedback. By gathering candid, confidential insights from all angles—colleagues, direct reports, supervisors—we painted a complete picture that helped them maximize their leadership capabilities. Here’s what I’ve learned along the way:
1. 360 Feedback Is a Mirror, Not a Megaphone
Many leaders fear that feedback will be an echo chamber of complaints. In reality, it provides clarity. It’s not about amplifying criticism; it’s about holding up a mirror to help leaders see what’s working and what’s not. The executive I worked with realized their team valued their strategic thinking but felt unheard in decision-making. That single insight led to an intentional shift in how they ran meetings, giving their team a greater voice in discussions—and significantly improving morale.
2. The Magic Lies in the Debrief
Data is only as powerful as the conversations it sparks. A feedback report means nothing without context and action. When I sit down with leaders to unpack their 360 feedback, I help them connect the dots. For example, one client saw “needs to delegate more” repeated across multiple responses. Instead of taking it as criticism, they used it as an opportunity to empower their team—and, in turn, free themselves to focus on bigger-picture initiatives. The result? A more engaged team and a leader who felt less overwhelmed.
3. Perception vs. Reality: Bridging the Gap
Leaders often believe they are being clear, approachable, or decisive—only to learn that their teams see things differently. One client was shocked to discover that their “interpersonal savvy” rating from their team was significantly lower than they expected. They thought they were fostering an open-door policy, but in reality, their packed schedule and hurried conversations left people feeling like they were too busy to listen. With this insight, they made small, intentional changes—like blocking time for team check-ins—which made a significant difference in team trust and communication.
4. Feedback Without Action is Just Noise
The biggest mistake leaders make with 360 feedback is treating it as a one-time exercise. The most successful leaders don’t just receive feedback; they act on it. I coach clients through building an action plan based on their results, identifying specific behaviors to adjust, and following up with their teams. One leader committed to a 90-day check-in, asking her team, “What’s changed? Where can I continue improving?” That level of accountability not only built trust but also led to lasting behavioral shifts.
Final Thoughts: 360 feedback isn’t about fixing weaknesses—it’s about unlocking potential. When done right, it helps leaders see themselves clearly, embrace growth, and create stronger, more engaged teams. The real transformation happens not in collecting feedback, but in how leaders use it to evolve.
So, if you’re wondering what your team really thinks—and how you can use that knowledge to become a more impactful and effective leader—it might be time to take a closer look through the 360 lens. The results might surprise you.
Success Labs is a leadership development and management consulting firm in Baton Rouge, Louisiana. For 40 years, our expert team of consultants has worked with hundreds of companies to grow leaders, build teams, and drive results through great people strategy. Contact us to get proactive about expanding your company’s potential and stay up-to-date with our latest news and leadership development updates here.
By: Juanetta White
