When we start out as managers, our first natural “coaches” are often our direct supervisor and the HR partner. If the relationship with these two key people is strong, built on transparency and trust, then feedback becomes meaningful, support is real, and learning can begin.
But is that enough?
The diversity of perspectives is a powerful asset.
Multiplying viewpoints allows us to see the same situation through different lenses and thus grasp its full complexity. Receiving feedback from multiple managers, colleagues, team members, and even internal clients broadens our understanding. That’s where the 360° truly comes into play.
I’ve had the chance to experience this several times.
The most powerful version was one I structured myself to reflect the ecosystem around me:
- Upward: my direct manager and their own superior
- Downward: my N-1, N-2, and N-3 team members
- Sideways: my peers and internal clients
This setup helped me understand how I was perceived across various contexts, meetings, projects, informal interactions, and within different relational dynamics.
My attitude and way of interacting would shift depending on the context, as I naturally adapted to the audience. This adaptability, combined with my energy and the perception of being in a trusted environment, lowered certain filters. I felt free, sometimes too free. And in this space, I believed to be safe, I could more easily slip into reactive mode, driven by emotion, rather than taking the necessary step back, letting the emotion settle, channeling it, and responding with clarity and understanding.
My true learning was to create that space for pause, a suspended moment, to redefine my approach.
I reinvested those trusted spaces, no longer as comfort zones, but as grounds for active listening. This allowed me to respond not to react, but to understand. To understand each person’s contribution, the intentions behind their words, and to expand shared understanding. This inner shift, from reaction to presence, transformed the way I interact.
This mirror isn’t always pleasant.
But it’s precisely where the deepest learning emerges. The kind that doesn’t flatter the ego but reveals other truths and enables lasting transformation. These are the learnings that help us grow the most.
What helped me even more? Sharing.
I sent the synthesis to everyone who had contributed. I chose to show them what I had seen, understood, and what I was ready to work on. That gesture strengthened trust and opened up sincere dialogue.
So now, you may ask, once the symptoms were revealed…
What was my next step?
I was fortunate to have a coach who guided me in defining a new approach, which I described in the article Coach and Coachee: A Win-Win Relationship.
Growth Isn’t Linear
In your career, the journey of discovering who you are doesn’t follow a straight line. There will be years of progress, periods of apparent stagnation, and then sudden acceleration. Every experience, every mistake is an opportunity to learn. Make it a habit to seek frequent feedback from those around you, to understand and perceive what others see in you.
It’s like running.
At first, every training session makes a difference. Then comes the plateau. You think you’re no longer progressing. But your body is adapting silently. And one day, without warning, you break through to a new level.
Your ability to be present, to interact, to understand human dynamics will evolve.
You’ll have deeper conversations than you ever imagined.
You’ll know how to guide, respond, and anticipate more effectively.
But for that, you must listen.
Listen to how others perceive you, not to conform, but to better master your reactions, refine your posture, and create a space for authentic interaction.
The goal?
To understand the other, offer your own reading of the situation, and together define a shared foundation for making more informed decisions. Through this co-construction process, the team will naturally align around the decision—and move forward faster and more effectively.
🛠️ Three simple actions to benefit from others’ perspectives
Share a summary of what you learned
After receiving feedback, write down what you learned, what you plan to do, and whose support you’ll need. Share it with the person who offered the feedback.
Pause before responding
For one week, impose a three‑second silence before answering and breathe calmly. It slows down the exchange and lets the emotion pass.
Set up a mini 360
Choose 5 to 8 people and ask one targeted question. For example: When I’m in a meeting, what do I do that helps? What do I do that makes things harder?
👉 These three simple actions strengthen your leadership posture and unlock your potential.