When clear feedback matters
360° feedback creates a grounded, well-rounded view of how your leadership is experienced by others. It brings clarity to strengths you can rely on and surfaces blind spots that quietly shape outcomes, relationships, and trust.
This work supports leaders who want accurate, usable insight. Not evaluation for its own sake, but feedback that leads to wiser decisions, stronger presence, and meaningful development.
When 360° feedback tends to matter most
360° feedback becomes most valuable when leaders want a clearer understanding of how their leadership is experienced by others, especially as responsibility and expectations increase.
These are moments where self-awareness alone is no longer enough, and perspective from others becomes essential.
When growth or expanded responsibility is on the horizon
You want to understand which leadership behaviors are helping you advance, and which may be limiting your next step.
When impact matters beyond individual performance
Your decisions and presence influence teams, culture, and outcomes, not just individual results.
When patterns repeat despite effort
Feedback helps reveal habits and tendencies that are difficult to see from the inside.
When development needs to be focused and relevant to real demands
You want insight that leads to practical learning, not generic leadership advice.
The work begins by seeing clearly what is already influencing how you lead.
What the work feels like
At the start
Leaders often arrive curious, cautious, or uncertain about what the feedback will reveal. There may be a desire for validation, concern about blind spots, or a simple recognition that clearer insight is needed.
In the work
Feedback is gathered thoughtfully and interpreted with care. Patterns become visible. Strengths are named clearly. Development areas are framed in ways that feel specific, constructive, and actionable.
Over time
Leaders gain confidence in what to lean into and clarity about where to focus development. Decisions feel steadier. Growth becomes intentional rather than reactive.
How feedback becomes usable insight
Thoughtful, multi-source feedback
We gather feedback using a combination of interview-based and survey-based methods, shaped to the leader’s role, context, and goals. This ensures perspectives are balanced, relevant, and grounded in real working relationships rather than surface impressions.
Carefully chosen participation
For executives and team leads, we typically recommend a minimum of six interviews. This provides enough depth and range to surface meaningful patterns while maintaining trust, discretion, and psychological safety for everyone involved.
Clear synthesis and reflection
Feedback is synthesized into clear themes that highlight strengths, patterns, and development opportunities without overwhelm or judgment. The focus is not on scores or comparison, but on insight that leaders can actually work with in real decisions and conversations.
Integrated development support
Feedback is intentionally paired with coaching so insight does not remain abstract. Leaders work with the feedback in real time, translating awareness into practical shifts in behavior, presence, and decision-making.
Common outcomes leaders experience
A balanced, accurate understanding of leadership strengths and impact
Greater awareness of blind spots that affect trust and effectiveness
Clear priorities for development that align with real-world demands
Increased confidence navigating complex leadership situations
Accelerated personal and professional growth guided by insight
Stronger alignment between intention, behavior, and impact
Who this work is designed for
This work supports executives and emerging leaders who want clear, honest feedback to guide their development as responsibility and influence grow.
This is a strong fit if you are:
- Leading teams or initiatives where influence matters as much as execution
- Preparing for increased responsibility, scope, or visibility
- Committed to development that is specific, grounded, and sustainable
- Seeking insight that strengthens leadership presence rather than performance optics
360° feedback is not about judgment or comparison. It is about gaining awareness that supports wiser decisions, stronger relationships, and leadership that holds over time.
A conversation with Charlene
If you are considering 360° feedback, the first step is a conversation.
This is a 45-minute, confidential space to talk through your context, what you hope to learn, and how feedback could support your leadership or organization right now. We look at what kind of insight would be most useful and whether this approach fits the moment you are in.
The goal is not evaluation. It is clarity about what would genuinely support your development and impact.
