Using my360plus to Support Sustainable Change
In this series: Coaching for Sustainable Change
- Coaching for Sustainable Change: Masterclass Summary & Recording
- Part 1: A Coach Approach to Leadership >
- Part 2: Resourcing Change with PIES >
- Part 3: Psychological Safety and Sustainable Change >
- Part 4: Cognitive Entrenchment and Fixed Thinking >
- Part 5: my360plus and Sustainable Development >
- Part 6: Four Rules for Sustainable Change >
Why structured feedback helps leaders grow with clarity and confidence
Sustainable change does not happen through insight alone. It happens when people understand how their behaviour is experienced by others and use that information to make deliberate, ongoing adjustments. For that to occur, leaders need something more reliable than intuition. They need clear, actionable feedback.
This is where my360plus becomes a powerful tool.
my360plus provides a structured way for leaders to understand their strengths, development areas and behavioural patterns, based on the Schroder model of high performance. It brings together multiple perspectives and turns them into a practical roadmap for growth. When used well, it becomes one of the most effective ways to convert awareness into meaningful, long-term change.
This article explores how my360plus works, why it is different from traditional feedback tools and how it supports sustainable leadership development.
Why sustainable change needs feedback
It is very difficult for leaders to change behaviour they cannot see. Even the most self-aware leader has blind spots. These blind spots are not weaknesses. They are simply the result of being human.
Structured feedback matters because it helps leaders:
See where their behaviour lands well
Notice patterns they may not realise they display
Understand differences in how peers, line managers and direct reports experience them
Identify the behaviours that will create the biggest impact
Build a clear, focused plan for development
Without this clarity, leaders tend to rely on assumptions. Assumptions lead to guesswork. Guesswork rarely leads to sustained change.
The Schroder model of high performance
my360plus is built on the Schroder model, a well-established framework that identifies the behaviours most strongly linked to high performance in a changing, fast-paced world.
These behaviours sit within four clusters:
Thinking
How leaders explore problems, gather insight and generate solutions.
This includes research, analysis, creativity and the ability to question assumptions.
Inspiring
How leaders influence, motivate and bring others with them.
This includes communication, clarity, energy and the ability to create shared purpose.
Delivering
How leaders translate ideas into action and ensure work gets done.
This includes prioritisation, focus, follow-through and resilience.
Measuring
How leaders evaluate progress and define success.
This includes metrics, feedback loops, reflection and learning.
These clusters give leaders a balanced, practical view of their capability across different dimensions. They move feedback beyond personality and toward observable, developable behaviour.
my360plus begins with a self-assessment. Leaders reflect on how frequently they display specific behaviours and which areas they want to strengthen.
They then invite feedback from three groups:
- Their line manager or managers
- Peers
- Direct reports
Each group completes the same behavioural questions, rating how frequently they see the leader demonstrate each behaviour. This creates a well-rounded view of how the leader shows up across different relationships.
Once the responses are collected, the system generates a clear, comprehensive report that highlights:
- The behaviours the leader demonstrates strongly
- Behaviours that show early signs of progress
- Behaviours that require more consistent practice
- Differences between how the leader sees themselves and how others experience them
- This creates a development map that is grounded, practical and personal.
Why my360plus supports sustainable change
my360plus does more than highlight strengths and gaps. It supports sustainable, long-term growth by:
- Making the invisible visible
Leaders often underestimate their strengths or overestimate their limitations. Seeing how others view them builds confidence and focus. - Encouraging consistent behaviour change
The behavioural descriptors are clear and specific, making it much easier for leaders to practise change in daily interactions. - Providing balanced, multi-perspective insight
Hearing from bosses, peers and direct reports reveals patterns that may not appear in single-source feedback. - Creating accountability
When leaders know others will see their progress, they engage with development more intentionally. - Guiding targeted effort
Instead of overwhelming people with lengthy development lists, the tool helps leaders prioritise the two or three behaviours that will make the biggest difference. - Strengthening coaching conversations
my360plus pairs naturally with coaching, giving structure to goals and a common language for progress.
A powerful moment in the masterclass
One of the most meaningful reflections shared during the masterclass was that feedback is not criticism. It is information. When leaders see feedback as a gift rather than a judgement, their confidence and curiosity expand.
my360plus supports this mindset by keeping feedback constructive, behavioural and solution-oriented. This makes it easier for leaders to receive insight without defensiveness and to use it as fuel for growth.
How teams can use my360plus
my360plus works well in both individual and organisational contexts. Teams can use it to:
- Support leadership development programmes
- Build a shared behavioural language
- Strengthen team cohesion by increasing mutual understanding
- Prepare leaders for progression or expanded roles
- Anchor coaching and mentoring conversations
- Track progress over time using repeat assessments
Many organisations repeat the 360 every 12 to 24 months to measure progress and refine development goals.
Embedding feedback into sustainable change
Feedback is a catalyst. It shines a light on what is working, what needs attention and what possibilities exist. But feedback alone is not enough. It is the behaviour that follows that creates sustainable change.
When leaders use my360plus alongside purposeful reflection, coaching and small behavioural commitments, they create the conditions for long-term improvement. They evolve with intention rather than habit.
In the final article of this series, we explore the four rules for sustainable change and how leaders can use mindset, data and small habits to strengthen their impact over time.
If you would like to explore how my360plus could support your leadership team or wider organisation, we would love to talk.
Next in the series: Four Rules for Sustainable Change
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