360 Feedback Reboot
See yourself through the eyes of your team -- and use it to grow.
The Business Problem
Previous 360 feedback processes left leaders defensive rather than motivated to change — because the delivery lacked clinical skill and the follow-through was nonexistent
A leader has significant blind spots that everyone sees but no one will name directly — and the resulting avoidance is eroding team trust and performance
Your organization wants to build a feedback culture but doesn't know how to start safely — and past attempts at "honest feedback" created more damage than growth
The Approach
Dr. Warner facilitates the entire 360 process with clinical expertise -- from survey design through debrief -- ensuring feedback is received as a growth tool, not a threat.
Feedback Design
Customize the multi-rater instrument to assess the competencies that matter most for the leader's role and organizational context.
Anonymous Data Collection
Gather candid feedback from direct reports, peers, and supervisors through a confidential process that encourages honesty.
Compassionate Debrief
Walk the leader through their results with clinical sensitivity -- turning data into insight without triggering defensiveness.
Growth Action Plan
Translate feedback themes into specific behavioral changes with accountability mechanisms and follow-up checkpoints.
Expected Outcomes
Leaders who go through a well-facilitated 360 process gain actionable self-awareness that translates into lasting behavioral change.
Increased leadership self-awareness
Leaders understand how their behavior lands with others, closing the gap between intent and impact
Stronger team trust
When leaders act on feedback visibly, it signals that honesty is valued and safe
Measurable behavioral improvement
Follow-up assessments show statistically significant shifts in targeted competencies
Foundation for feedback culture
A successful 360 process models the kind of openness the organization wants at every level
Engagement Format
Typically a 4-6 week process including survey design, data collection, individual debriefs, and action planning.
Ready to Take the Next Step?
A conversation about how a well-facilitated 360 process can unlock growth for your leaders and build trust across your organization.
Launch a 360 Feedback ProcessNo obligation. Confidential. Typically 30 minutes.