A well‑run 360 programme can transform how managers develop. A poorly run one can swamp everyone in surveys and reports. The difference usually comes down to design: start small, keep it clear, and build trust as you go.
In most organisations, the people who see a manager’s real behaviour day to day are the last ones asked for input: their team. Anonymous upward feedback changes that. It gives leaders a clearer mirror, and HR a more honest picture of what leadership really looks like on the ground.
For consultants working across multiple clients, feedback is a constant.
Helping your clients grow is more than asking the right questions, it’s about turning feedback into measurable change. When you manage multiple clients, feedback, tracking, and follow-ups can quickly overwhelm even the most experienced coach. Multi-rater feedback (360-degree input) gives you the[...]
If you work in HR, this probably sounds familiar.
Coaching without feedback is like trying to run on an empty tank. No matter how well-intentioned, coaching can’t drive real growth without insight flowing in from the people who matter most. Feedback is the lifeblood of coaching, it fuels awareness, guides action, and keeps development alive.
At the end of the year, attention usually goes to bonuses, parties, and time off. But the most powerful gift many people receive in December is something less glamorous and much more impactful: meaningful feedback.
Why trusted leadership needs better feedback Trust has become a non‑negotiable leadership currency: people follow leaders they experience as consistent, fair, and genuinely committed to their success. Yet most leaders only see a narrow view of themselves, relying on line‑manager reviews or[...]
A thriving feedback culture is built on growth, not judgment. Reframing feedback as a tool for personal and collective development enables organisations, such as those using My360Goals, to continually ignite improvement and deeper engagement at every level.
Situation A leading UK construction and infrastructure company, recognised the need to strengthen key competencies and skills among its employees, particularly in leadership, communication, and collaboration. These skills are essential for effective project execution and team cohesion, yet are[...]
