Receiving tough feedback on your leadership can feel demoralizing—but it’s what you do next that matters. A 360 review won’t result in change unless you turn the feedback into real conversations. Here’s how.
Start with gratitude. Thank your colleagues for their feedback, even if it stung. Acknowledge what you’ve learned and let them know you’ll follow up after reflecting more. Gratitude sets the tone for honest dialogue and signals that you’re taking the process seriously.
Don’t assume—ask. Your interpretation of the feedback may miss the mark. Instead of reacting based on guesswork, schedule conversations to clarify the meaning and intent of your colleagues’ input. Ask open-ended questions to understand the impact of your behavior, not just your intention.
Structure follow-ups thoughtfully. Meet individually with your peers, boss, and team. Share your takeaways, invite their perspective, and stay curious. Avoid defending yourself; your goal is learning, not justifying.
Keep the conversation going. Pick one or two changes to focus on. Let people know what you’re working on and ask them to watch for progress. Revisit the conversation to check how you’re doing and course-correct as needed.
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