What this is

My facilitated 360 is a qualitative, interview-based feedback process. I conduct structured conversations with a leader's key stakeholders — peers, direct reports, line managers — using simple, clear questions designed to let people say what they actually want to say. I synthesise what I hear into a written report and work through it with the leader in a coaching conversation.

Who it's for

Senior leaders in mid-to-large organisations. Typically commissioned by a leadership development professional — and rarely a one-off. Because stakeholders have a positive experience of the process, it tends to build its own momentum internally.

What I bring

The methodology is my own — developed independently and refined through a pilot with Vodafone, working with a cohort of senior leaders to sharpen a qualitative approach that could deliver richer insight, faster, than conventional tools.

Organisations often have a language or framework they want feedback mapped to, and I can build reports that work to that. But the way I collect data doesn't change. Simple, open questions give stakeholders the freedom to say what they actually mean. The translation into whatever language the organisation needs happens in the analysis, not the interview room.

The interviews themselves are where the real craft lies. A 30-minute conversation with a busy senior executive requires something specific: the ability to build trust quickly, to create the conditions where someone will say something true about a colleague, and to push past the diplomatic version of events without making the interviewee uncomfortable. That's a skill, not a methodology - and it's one I've spent years developing.

I write the report. The analytical process works like this: calls are transcribed by AI, and I work from both the transcript and my own notes to form an initial read of the themes. I then put that analysis to NotebookLM, which produces its own independent challenge. The final report is a synthesis of both - my judgment shapes the whole, the AI keeps it honest.

On data: NotebookLM operates with zero data retention. Interview notes are deleted after synthesis is complete. The process is GDPR-compliant by design.

How it works

Stakeholder selection — working with you and the leader to identify the right people. Typically 6–10 stakeholders across peers, direct reports, and line managers.

Interviews — 30-minute structured conversations with each stakeholder. I conduct every interview myself.

Synthesis — calls are transcribed by AI. Working from the transcript and my own notes, I develop an initial view of the themes. NotebookLM then challenges that with its own analysis. The report I write is a synthesis of both.

Feedback session — a 90-minute coaching conversation with the leader. Not a debrief. A session designed to help them make sense of what they're hearing, process any natural reaction to it, and leave with a clear development focus they actually own.

Three-way alignment — a closing conversation between me, the leader, and their sponsor. The leader shares their key insights and the actions they're committing to, and asks for the support they need. It closes the loop with the organisation and creates accountability.

What you get

• A written report: specific strengths, development priorities, and underlying patterns — in plain language, not competency framework jargon

• A 90-minute feedback and coaching session

• Stakeholder interviews that people find genuinely engaging — being interviewed by a skilled coach is a different experience from filling in a form

• GDPR-compliant data handling throughout