Annual performance reviews aren’t enough.

Without real 360 feedback, I was flying blind.

Because for leaders, feedback from your boss is only part of the picture.

The real insight often comes from peers, stakeholders — and especially junior team members.

They see things your manager doesn’t: how you show up in meetings, how approachable you are, how clearly you communicate, how well you listen.

Without that view from all angles, it’s easy to miss the impact you’re really having.

When I started my career as a management consultant at PwC, 360 feedback was part of the culture.

It wasn’t always easy to hear — but I quickly learned how powerful well-intentioned, constructive feedback could be. It shaped how I led and how I grew.

Since then, I’ve worked in all kinds of businesses. Some had 360 feedback systems. Many didn’t.

But wherever I led teams, I made sure 360s were in place — for the team, and for me.

It’s been one of the most valuable habits of my leadership career.

The lessons aren’t always comfortable.

I once got feedback from junior team members that they saw me as aloof.

I was gutted. I’d always thought of myself as down-to-earth and approachable.

But in my rush to drive the business, I’d given the impression that I wasn’t interested in people at more junior levels.

That hurt — but it helped. I started showing up differently: carving out time for informal check-ins, being more present, and making sure I connected with people at every level of the business.

It made a real difference — to them, the business and to me.

Now, in my coaching work, I often help leaders put in place 360 systems and then unpack the feedback they receive.

Sometimes it surfaces blind spots.

Sometimes it confirms something they’ve sensed but couldn’t quite name.

Always, it offers a window into how they show up — and how they can grow.

We explore questions like:

🔍 What themes are emerging from the feedback — and what do they mean?

🔍 What feedback feels surprising, and why?

🔍 Where is your intent not matching your impact?

🔍 What’s one shift you can make to lead even more effectively?

Because the best leaders I know don’t just tolerate feedback — they seek it out.

𝗜’𝗺 𝗰𝘂𝗿𝗶𝗼𝘂𝘀 — 𝗵𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝗿𝗲𝗰𝗲𝗶𝘃𝗲𝗱 𝟯𝟲𝟬 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗵𝗮𝘁 𝗿𝗲𝗮𝗹𝗹𝘆 𝘀𝘁𝘂𝗰𝗸 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂? 𝗪𝗵𝗮𝘁 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗱𝗼 𝘄𝗶𝘁𝗵 𝗶𝘁?

👉 Want support unpacking your feedback — or designing a more honest feedback culture?

Let’s talk.