What You Don’t See Matters: Leveraging 360 Reviews for Success

Most leaders consider themselves to be self aware. They understand their strengths, their values, their intentions, and might even know their areas of weakness.  

But, the truth is, we all have blind spots and failure to acknowledge them, whether they’re good or bad, can hold us back. 

That is where 360 reviews become one of the most valuable tools for growth, not just for leaders, but for entire teams.

What is a 360 Review?

A 360 review gathers feedback from multiple perspectives, including peers, direct reports, managers, and sometimes even clients or partners.

By gathering insights from different viewpoints, you gain a more complete picture of how your leadership is experienced by others.

This process is not about criticism or evaluation. It is about awareness.

The Blind Spots We All Have

As an HR professional turned leadership coach, I have facilitated countless feedback conversations. One theme appears consistently:

People are often surprised by what they learn.

Common blind spots include:

• How communication style is perceived under pressure

• The unintended signals leaders send when they are stressed or distracted

• Strengths that are undervalued or underused
  
  

None of these issues make someone a bad leader. They simply make them human.

Without feedback, however, these patterns remain invisible and unaddressed.

Why 360 Feedback Matters for Teams

When leaders approach 360 reviews thoughtfully, it sets a powerful tone for the entire organization.

It communicates that feedback is safe, growth is expected, and no one is above learning.

Teams thrive when leaders model curiosity instead of defensiveness. When feedback becomes a normal part of how work gets done, trust deepens and performance improves.

Making 360 Reviews Actually Useful

A 360 review is only as valuable as what happens after the feedback is received.

Here is how to make the process meaningful:

1. Approach Feedback With Curiosity

Feedback is not a verdict; it is data.

Look for patterns instead of focusing on individual comments. Ask, “What might this be showing me?” rather than “Is this right or wrong?”

2. Reflect Before Reacting

Give yourself time to process what you hear. Strong emotions are normal, especially when feedback touches on identity or effort.

Growth happens when reflection comes before response.

3. Translate Insight Into Action

Choose one or two areas to focus on at a time.

Small, intentional changes are far more effective than sweeping overhauls that do not stick.

4. Close the Loop

Let your team know what you learned and what you are working on. This builds trust and shows that their feedback mattered.

Feedback as a Leadership Advantage

Leaders who invite feedback are not weaker; they are more effective and more dynamic.

When you understand how others experience your leadership, you gain the ability to lead with clarity, empathy, and confidence.

For teams, this self-awareness creates alignment, accountability, and stronger relationships.

At its best, a 360 review is not just a tool. It is a catalyst for growth not just for leaders, but for individuals, teams, and organizations. 

Contact me today or fill out the form below to get started together.