The document outlines a leadership development program that uses 360-degree feedback. It includes three phases: a kick-off session, giving and receiving feedback, and follow-up coaching and manager meetings. Participants will receive feedback, potentially feel surprise, anger or resistance, and work to accept the feedback to improve areas like blind spots and known improvement areas. An action plan template is provided to help participants act on the feedback.

1. Confidential
LEADERSHIP DEVELOPMENT
(360 FEEDBACK KICK OFF SESSION)
TRUSTED LEARNING & DEVELOPMENT PARTNER FOR INNOVATIVE COMPANIES
COACHING | FACILITATION | TRAINING
www.equinox-partners.bg

2. WWW.EQUINOX-PARTNERS.BG 2 | 6
LEADERSHIP DEVELOPMENT
Building Feedback &
Development Culture

3. WWW.EQUINOX-PARTNERS.BG 3 | 6
TIMELINE OVERVIEW
Phase 1: Kick Off Session – (date)
Phase 2: Give & Receive Feedback (about 20 min duration per
person) – from …till….
Phase 3: Follow up & training/coaching
- 3.1. Individual coaching session - within one week after
having the report results
- 3.2. Meeting with direct manager and agree on 1 observable
positive change in leadership behavior (prepare action plan)
PHASE 1:
KICK OFF
SESSION
PHASE 2:
GIVE & RECEIVE
FEEDBACK
PHASE 3:
FOLLOW UP
(coaching &
managers
sessions
Online meeting Online feedback Online sessions

4. WWW.EQUINOX-PARTNERS.BG 4 | 6
THE “SARA” CYCLE
Reacting to your feedback
While 360 feedback can provide you with constructive business information, the personal
nature of this feedback may affect you in surprising ways. It is not uncommon for people to
have a strong emotional reaction to their leadership performance feedback.
The “SARA” cycle describes the reaction you may experience. Keep in mind that these
reactions can happen to anyone, regardless of job type and organizational level.
Surprise
Anger
Resistance
Acceptance

5. WWW.EQUINOX-PARTNERS.BG 5 | 6
DETERMINE FOCUS AREAS FOR DEVELOPMENT
These four categories represent different areas of focus.
1. Blind Spots – (Oops! Time to get serious
about my development)
My blind spots: ………………………………….
……………………………………………………..
………………………………………………………
2. Known Strengths (I am good and we
know it)
My Known strengths: ………………………….
…………………………………………………….
…………………………………………………….
3. Known areas for improvement – (I am not
perfect, but I’m trying)
My known areas for improvement: ………….
……………………………………………………..
……………………………………………………….
4. Hidden strengths – (I am even better than
I thought I was)
My Hidden Strengths: …………………………
……………………………………………………..
………………………………………………………..
1. Blind Spots 2. Known strenghts
3. Known areas for
improvement
(low) How others see me (high)
(low)HowIseemyself(high)

6. WWW.EQUINOX-PARTNERS.BG 6 | 6
MY 360 FEEDBACK ACTION PLAN
To maximize the value of the 360 feedback, it is important that you act on the feedback it
contains. Use the template below to identify the actions you will take to improve your
leadership.
Development
area
Goal
(observable positive
change in behavior)
Action steps to achieve this goal Learning
method
(coaching/training)
Completion
Date