Introduction
Even experienced leaders can have gaps in how they see themselves compared to how others experience their leadership. They may believe they are clear communicators, empowering managers, or inclusive collaborators, while others on their teams see something entirely different. These perception gaps can lead to misalignment, frustration, and stalled development.
Traditional performance reviews do not always capture the full picture. They typically reflect the viewpoint of a single manager and can miss how a leader is perceived by peers, direct reports, and other stakeholders. Without well-rounded feedback, leaders are left to guess how their behavior is impacting others, making it difficult to grow in meaningful ways.
Solution
A more effective way to support leadership development is through 360 feedback. This approach invites input from multiple perspectives, offering leaders a clearer understanding of how they are experienced across their ecosystem. It helps highlight strengths, surface caution areas, and identify specific areas for growth.
At SOAR, we guide organizations in using 360 feedback as part of a broader leadership development process. This includes:
- Selecting the right tool and feedback structure for the organization’s culture and goals
- Facilitating transparent and psychologically safe feedback collection
- Providing clear, confidential feedback summaries for each leader
- Offering debrief sessions to help leaders interpret their results with context and care
- Supporting growth through personalized action plans and coaching
360 feedback creates an opportunity for leaders to step into development with intention and accountability, supported by the voices of those they work with most closely.
Action
If you’re exploring ways to develop your leadership team, here are some steps to implement 360 feedback effectively:
- Choose the Right Tool and Framework: Select a 360 assessment that aligns with your leadership competencies and culture. Some tools are best for executive development, while others are designed for emerging leaders or middle managers.
- Prepare Participants and Reviewers: Educate everyone involved about the purpose of the 360 process. Reinforce that it is a growth opportunity, not a performance judgment. This creates trust and encourages honest, constructive input.
- Support Interpretation with Coaching: After feedback is collected, hold debrief sessions where leaders can review their reports with a trained coach or facilitator. Help them identify themes, understand potential caution areas, and prioritize development goals.
- Integrate Results into Development Planning: Use the insights from the 360 to guide leadership development plans, peer coaching sessions, or formal training opportunities. Tie personal growth to business strategy and team success.
- Repeat the Process Over Time: Encourage ongoing feedback and development by running 360s on a regular cadence. This reinforces a culture of continuous learning and makes leadership growth measurable and trackable.
Conclusion
Self-awareness is the foundation of effective leadership. When leaders understand how they are perceived by others, they are better equipped to lead with empathy, adjust their behaviors, and grow with purpose.
360 feedback is not just a tool—it is a practice of listening, reflecting, and committing to better leadership every day. It aligns with the core values of SOAR’s C3 Framework, helping to build compassionate, cohesive, and collaborative leadership cultures.
To explore 360 feedback tools or learn how to bring a structured leadership development process to your organization, visit our Contact page.