Before You Coach Your Team… Coach Yourself

I remember fondly one of my former leaders used to stand up in front of a room of new leaders and state: Leadership is hard. It is. There’s no getting around it. But all of you sitting here in this room – you raised your hand and volunteered to be a leader. You signed up for this. All the good stuff. And all the hard stuff. Remember that. You raised your hand and volunteered to lead. Now it’s your responsibility to do it the best way that you can.

And she was right.

Leadership isn’t for the faint of heart. Between juggling team dynamics, tight deadlines, and those “Did I really say that in a meeting?” moments, even great leaders need a mirror now and then. But how do you become a great leader when you’re always stuck in the whirlwind of activity that keeps the business going?  That’s where 360-degree feedback and behavioral insights come in. They give leaders the clarity (and humility) to grow, connect, and lead better.

If you’ve ever wondered how others see you - or why you naturally lead the way you do - these tools are your leadership GPS. They don’t just show where you are; they help you see what’s next and where you need to course-correct.

Why 360° Feedback Works

I’ve always been surprised by how few leaders have actually done a 360-degree review.  It’s very easy to administer (Butler Street does it!) and it’s such a humbling yet effective way to gain self-awareness as a leader.

A 360-degree review gathers input from every direction - peers, direct reports, supervisors, and yourself. It’s not about judgment; it’s about perspective.  When done right, 360s can be eye-opening (and occasionally ego-bruising). Leaders discover strengths they didn’t know they had - and blind spots quietly holding them back.

Here’s why they’re powerful:

• Self-awareness skyrockets. Most leaders think they know how they come across… until they read their 360 results. That awareness drives smarter decisions, stronger relationships, and better results. 
  

• Trust improves. 360s reveal how communication, tone, and consistency impact team trust. Maybe your “open-door policy” isn’t as open as you thought - good to know, right? 
  

• Development gets focused. Instead of guessing what to improve, leaders get a roadmap of clear strengths and specific growth areas. 
  

• Builds feedback culture. When leaders model openness to feedback, everyone follows. Feedback becomes less scary and more natural - fueling growth across the team.

Bottom line: 360s help leaders see the full picture. Not just what they think they’re doing, but what others actually experience. And that’s where transformation starts.

Understanding Your Style

If 360 feedback tells you what people experience, behavioral assessments explain why.

Tools like DiSC act like a leadership x-ray. They don’t box you in - they reveal your natural tendencies so you can use them more effectively (and avoid driving your team crazy).

DiSC sorts behavior into four styles:

1. Dominance (D) – direct and results-driven. 

2. Influence (I) – social and enthusiastic. 

3. Steadiness (S) – patient and dependable. 

4. Conscientiousness (C) – detail-oriented and analytical.

A quick DiSC assessment might help you realize, “I’m a high D - no wonder I bulldoze through meetings,” or “I’m an S - that’s why I avoid confrontation.” Awareness helps you adapt and lead with intention.

Together, 360s and behavioral tools tell the full story: 360s show how others see you. DiSC show why you show up that way.

When leaders connect those dots, they grow faster and lead stronger.

Leadership Growth = Business Growth

Now for the million-dollar question: Is this worth it?

Absolutely.

• Developing leaders through feedback and self-awareness isn’t soft - it’s strategic.
  

• Engagement and productivity soar. Leaders who communicate clearly and adapt to their team’s styles build motivated, high-performing teams. Engaged employees don’t just work harder - they work smarter. 
  

• Retention improves. People don’t leave companies; they leave managers. Strong leaders create loyalty. Considering the high cost of turnover, leadership development practically pays for itself. 
  

• Huge ROI.

One study reports that every $1 invested in leadership development returns $3-$11 (average ~$7) in benefits.

• Better business results. Effective leaders drive everything that matters - profit, innovation, customer satisfaction, and strategy execution. When leadership improves, the whole organization levels up.

Ready to Take Action?

Here’s the truth: Great leaders aren’t born; they’re built - through curiosity, courage, and continuous learning.If you’re serious about helping your leaders grow, start with two steps:

1. Launch a 360-degree feedback program. Give leaders the gift of perspective. Pair it with coaching so feedback turns into action. 
   

2. Conduct a DiSC assessment. Help leaders understand themselves and their teams better. When people “get” each other, collaboration skyrockets.

Encourage your leaders to see feedback as fuel, not failure. It takes humility to hear honest input, but the payoff - stronger teams, better performance, and a thriving culture - is worth it.

Your company’s success tomorrow depends on the leaders you’re developing today. So don’t wait. Start the conversation, run the assessments, and watch your leadership bench evolve from good to exceptional. Because when leaders grow, everything grows - your people, your culture, and your bottom line.

At Butler Street, in addition to our Leadership Effectiveness training series, which includes a personal DiSC assessment, we also provide 360 Executive Coaching. Connect with us to learn more about how we’re helping companies and their people grow – by developing great leaders!