360 feedback reports can be one of the most powerful development tools available. When handled well, it offers real insight into how an individual is perceived, highlights both strengths and development areas, and can be the catalyst for meaningful development.
But simply receiving a 360 feedback report is no guarantee of results. The difference between a report that drives ongoing development and one that gathers dust frequently comes down to how the participant is supported to interpret and act on the feedback.
In this 360 feedback coaching guide, we explore practical techniques to help participants interpret their reports, manage emotional responses, and turn insights into actionable development goals.
Our experience and research, obtained through working with over a quarter of a million 360 participants, confirms that a key differentiator between inconsequential 360 outcomes and accelerated development is how the participant is supported. They need to draw appropriate and balanced conclusions from their report and then convert these into a forward-looking set of positive and meaningful development objectives.
360 feedback coaching is a performance-focused, results-oriented partnership that aims to support and facilitate the participant (coachee) in understanding and accepting the data, and then maximising its value in terms of improved performance and developmental growth.
The key outcomes of a typical 360 feedback coaching relationship would be for the participant to:
The Lumus360 coaching model comprises of four key parts:
In practical terms, we recommend implementing it over two coaching sessions, each lasting around two hours. This approach works particularly well as it provides the coachee with time to reflect on their feedback and seek further clarification where needed before deciding on a course of action.
The ideal flow is:
In addition to understanding the business context, how the feedback aligns with the coachee’s goals and current situation, and agreeing the purpose, process, and objectives for the meeting, typical outcomes by the end of this session would include that the coachee has:
Practical guidance on supporting participants through this stage can be found in our article How to Receive 360 Feedback.
A “mulling over” period of one to two weeks allows sufficient time for personal reflection and provides an opportunity to clarify key feedback messages and consider emotional responses to them.
The benefits of allowing time for reflection are highlighted in our article Creating Space for Reflection in 360 Feedback Coaching.
This session should focus on translating key feedback insights into a Personal Development Plan (PDP). This includes identifying how objectives will be achieved, establishing realistic timeframes, and determining how progress and success will be measured.
It should also help the coachee plan how to follow through on their development agenda, including creating a communication plan to thank those who provided feedback and share their intended next steps.
Further guidance on these two key components can be found in:
The following principles underpin how to coach a 360 feedback report:
Accept the data first
A key benefit of using 360 feedback is the factual, candid information it makes available. For many, the instinctive reaction to negative or critical feedback is to justify or defend their position. A key role of a 360 coach is to support the coachee to accept the perceptions others may have of them. These perceptions may be positive or negative, expected or unexpected. Recognising this is essential, as only then can the coachee objectively use the information as part of their own decision-making process.
Coach from the “head” and “heart”
Coaching 360 feedback from the “head”, by logically and objectively reviewing ratings to identify trends and patterns from which development goals can be built, is only part of the story. 360 participants may experience some disappointing feedback, which is often processed through the “emotional eye” and it may hurt. Coaching 360 degree feedback also means coaching from the “heart”: having the ability to tune in empathetically, follow the coachee’s emotional journey, and support them in turning their feelings into positive actions.
Take a balanced approach
It is easy to focus on lower feedback ratings and the participant’s areas of obvious need, and in the process, miss valuable opportunities. It is important that the 360 coach guides the coachee to take a balanced view of the feedback, placing equal emphasis on strengths and areas for development. Focusing on strengths and leveraging natural abilities towards continued performance delivery generates positive energy and enhances the likelihood of future success.
Find the “big one” and deal with it
Use the feedback to help the coachee identify potential derailers, which are behaviours or aspects of their current style and approach that could limit their potential and progress if not addressed. Having identified these, help the coachee prioritise them at the top of their development agenda.
Enable self-discovery and ownership
“Pull”, do not “push”. If you find yourself steering the conversation, pointing out ratings, explaining numbers, or linking questions together to draw conclusions, then you have failed. The report and experience will have far more impact, and a greater likelihood of driving personal change, if the coachee is allowed to work through the numbers and draw conclusions themselves.
Contextualise the feedback
360 feedback should be viewed as one component in a bigger picture, not the central cog from which all else is driven. Take time at the beginning of the session to understand the business context, what the coachee is aiming to achieve both in and for the business, where the feedback and competency areas fit, and then link the feedback to them.
Turn negatives into positives
Support the coachee to view what they perceive as negative feedback in an objective and constructive manner. Enable them to identify key themes and explore how the message can represent a clear way forward. The role of the coach is to facilitate curiosity about the feedback rather than allowing defensive reactions, denial, or dismissal of the information.
Manage expectations before and after
Coaching 360 degree feedback differs from a normal coaching session in two important ways. Firstly, the agenda has not been set by the participant. Secondly, the coachee will have expectations before the session, and after the session, their peers, line manager, and potentially the wider organisation will also have raised expectations about them. The sheer volume of feedback means careful attention is needed to manage the post-session period effectively, both for the coachee and for the organisation.
360 feedback coaching is not about explaining scores. It’s about helping participants:
For further guidance, you may also find our related articles useful. 360 Feedback Coaching: Six Essential Considerations outlines a clear framework for structuring feedback conversations, while Ensuring 360 Feedback Leads to Lasting Change explores how to embed and sustain positive development beyond the coaching session.
While 360 feedback coaching utilises conventional coaching skills, it also requires additional knowledge and expertise. Lumus360 offers a Train the 360 Coach workshop designed to help coaches develop the extra skills needed.
Q. Why does 360 feedback coaching matter?
A. 360 feedback coaching helps participants understand and accept their feedback report, manage emotional reactions, and draw balanced conclusions. It also supports participants to identify development priorities and gain committmen to practical actions that drive real development.
Q. What’s the best 360 feedback coaching framework?
A. An effective framework includes two focused two-hour coaching sessions, with time for reflection in between. The first session helps participants understand their report and manage initial reactions, while the second focuses on clarifying insights, setting priorities, and creating a clear, actionable development plan.
Q. What are the key principles for coaching 360 feedback reports?
A. The key principles include enabling self-discovery in a balanced way, exploring both strengths and development opportunities, and accepting those perceptions before drawing the key messages into a pragmatic, future-focused action plan.
