Leadership 360 Reviews
A structured feedback and coaching process that helps leaders understand how they are experienced, identify meaningful growth opportunities, and turn insight into action.
Most leaders do not get the full picture.
They may receive feedback in fragments: a performance review, a passing comment, a tense conversation, or a pattern they sense but can’t name. The higher a leader rises, the harder it can be to get honest, useful feedback about how their leadership is actually landing.
A Leadership 360 Review creates a clear, confidential process for gathering that feedback, making sense of it, and turning it into a practical development plan.
Who this is for
Leadership 360 Reviews are designed for organizations that want to support leaders through meaningful growth.
This work is for:
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HR and People leaders sponsoring coaching for one or more leaders
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CEOs or founders who want deeper feedback for themselves or their leadership team
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Senior leaders preparing for greater scope, visibility, or responsibility
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Leaders who need to strengthen executive presence, communication, or stakeholder trust
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Leaders navigating a transition, promotion, or expanded role
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Leaders whose impact is being limited by patterns they may not fully see
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Organizations that want feedback to become a catalyst for behavior change, not just a report
What this work helps leaders do
A strong 360 process helps leaders move from partial self-awareness to a clearer, more actionable picture of their leadership.
Through assessment data, stakeholder interviews, reflection, and coaching, leaders are able to see not only what they are doing well, but also how their patterns, habits, and assumptions may be shaping their impact.
This work helps leaders:
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understand how they are experienced by others
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identify strengths, blind spots, and recurring leadership patterns
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clarify what may need to shift as their role or scope expands
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strengthen executive presence, communication, and influence
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build greater stakeholder trust
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understand the gap between intent and impact
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translate feedback into a focused development plan
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make meaningful behavior changes over time
Available 360 feedback and assessment options
Kelly offers several ways to help leaders build self-awareness and translate feedback into meaningful development.
Cloverleaf Personality Assessments
Cloverleaf brings together multiple personality and strengths-based assessments to help leaders understand their communication style, motivators, natural tendencies, blind spots, and working preferences. These insights create practical language for coaching, manager conversations, and team dynamics. These are often paired with one of the 360 options below.
Leadership Circle Profile 360
The Leadership Circle Profile is a research-based 360 assessment that connects leadership competencies with the underlying patterns that can limit effectiveness. It helps leaders understand both their creative strengths and the reactive tendencies that may show up under pressure.
Interview-Based 360 Review
An interview-based 360 gathers qualitative feedback from key stakeholders, such as managers, peers, direct reports, board members, or cross-functional partners. This process can be especially useful when an organization wants nuanced, context-rich feedback that goes beyond a standard assessment.
360 Review + Coaching Engagement
The most effective feedback work includes coaching support after the feedback is delivered. This helps the leader process what they are learning, identify the most important development themes, and practice new behaviors over time.
How the process works
Each engagement is designed around the leader, the organizational context, and the goals of the sponsor.
A typical process includes:
1. Kickoff call
We begin with a conversation to clarify the goals of the engagement, the leader’s context, key stakeholders, and what the organization hopes the process will support.
What makes this process different
A 360 review can easily become a data dump.
Kelly’s approach is different.
She helps leaders slow down, understand the themes beneath the feedback, and separate useful insight from noise. Her work is direct, but not shaming. Practical, but not superficial. The goal is to help leaders see what matters, own their growth, and choose the behaviors that will strengthen their leadership impact.
Kelly brings nearly two decades of coaching experience, an MBA from Cornell, an ICF PCC credential, and certifications in the Leadership Circle Profile and Genos Emotional Intelligence Assessment. She has worked with founders, CEOs, executives, partners, boards, and leadership teams across entrepreneurial ventures, nonprofits, private-equity backed companies, and publicly traded organizations.
“I had the pleasure of working with Kelly over the last year and it has been an eye-opening experience. Kelly was able to give me the insights to understand ‘what got me here, won’t get me there’ and identify the hurdles to my career growth.
Her ability to distill the feedback provided by my stakeholders into simple and easy-to-understand behaviors allowed me to address and compensate for my natural tendencies.
The introspection she prompted helped me understand what people see when they interact with me. We worked to refine the lasting impressions I want to leave them with.
In addition to the tools she provided me, she gave me a framework to extend the benefits of coaching beyond the formal end of the engagement.”
— Alhassan Elbarasse, SVP, Senior Vice President, Human Resources, Maximus
Frequently asked questions
Who usually sponsors a Leadership 360 Review?
Most engagements are sponsored by an organization, CEO, founder, HR or People leader, or manager who wants to support a leader’s growth.
Ready to explore a
Leadership 360 Review?
360 review engagements are customized based on scope, number of stakeholders, assessment tools, and whether coaching support is included.If you are sponsoring a leader, supporting a leadership team, or considering a feedback process for yourself or your organization, let’s talk about what kind of 360 process would be most useful.