Why trusted leadership needs better feedback
Trust has become a non‑negotiable leadership currency: people follow leaders they experience as consistent, fair, and genuinely committed to their success. Yet most leaders only see a narrow view of themselves, relying on line‑manager reviews or engagement scores that mask the day‑to‑day behaviours that build or erode trust. That is where a focused, well‑designed multi‑rater process adds real value.
How My360Goals makes trust visible
My360Goals already captures a rich, multi‑angle view of a leader’s impact, combining feedback from managers, peers, direct reports and other stakeholders into one clear picture. By explicitly embedding trust‑based competencies, integrity, transparency, reliability, fairness, empathy, your 360 moves from generic leadership measurement to a sharp lens on “how trusted is this leader to work with?” The result is a feedback report that does more than list scores; it surfaces how people actually experience a leader’s promises, communication, and everyday decisions.
Designing trust‑focused 360 content
To hard‑wire trusted leadership into My360Goals, structure your questionnaires around observable, everyday behaviours rather than abstract values. For example, items can focus on whether leaders follow through on commitments, explain the “why” behind decisions, listen and respond to concerns, and treat people with consistent respect across levels. Using clear rating scales and concise behavioural questions helps raters answer honestly and gives leaders precise insight into what to keep doing, start doing, or change.
Turning insight into behaviour change
The real power of a trust‑centric 360 lies in what happens after leaders receive their reports. Combining My360Goals data with coaching or guided reflection sessions enables leaders to explore trust gaps safely, choose a small number of high‑impact behaviours, and build focused action plans. Follow‑up goal setting and subsequent My360Goals cycles then create an accountability loop—leaders can see whether colleagues notice the difference over time, reinforcing a culture of continuous learning rather than one‑off assessment.
Building a culture of trusted leadership
When trusted leadership becomes a visible theme across your My360Goals programmes, it sends a powerful cultural signal: trust is measured, discussed, and developed here. Leadership teams can review aggregated trust‑related data to spot systemic strengths and risks, then target initiatives in communication, role‑modelling, and capability building. Over time, this alignment between what you measure (via My360Goals) and what you celebrate and improve (trusted leadership behaviours) helps create workplaces where feedback is normal, leaders are more self‑aware, and trust becomes a shared organisational asset rather than a lucky accident.
