Episode 306: What if the most powerful feedback tool to grow your leadership skills isn’t in your manager’s hands—but yours?
Let’s face it—leaders often struggle to get the kind of feedback they actually need to grow. Either it’s anonymous, vague, or just too expensive to implement consistently. But what if you could skip the formalities and get real, useful insights directly from the people you work with every day—without spending a dime? This episode introduces a game-changing approach that puts your growth squarely in your own hands while deepening trust across your team.
By listening to this episode, you’ll walk away with:
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A step-by-step method for conducting your own DIY 360 feedback tour to get precise, actionable insights from your team, peers, and manager.
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A repeatable framework that strengthens trust and credibility with your colleagues by showing that you truly listen—and follow through.
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A simple, no-cost way to spark a culture of feedback and growth across your team by role-modeling humility and continuous improvement.
Hit play now to discover the DIY 360 strategy that will accelerate your leadership growth and transform your team’s trust—starting today.
Building the DIY 360 Framework to Grow Your Leadership Skills
[00:00] – Why This Tool Matters More Than a Traditional 360
David introduces the DIY 360 as a no-cost, high-impact feedback strategy that leaders can initiate themselves to accelerate personal and team growth.
[01:40] – The Core Difference: Conversations Over Charts
Unlike traditional 360s with anonymous charts and summaries, this version is rooted in face-to-face conversations that create richer, more actionable insights.
[02:37] – How to Choose a Super-Specific Topic
To get meaningful feedback, leaders must narrow their focus—”meetings” becomes “how our team reviews responsibilities at the end of meetings.”
[04:18] – Crafting Two High-Impact Questions
Listeners are taught how to frame two key questions: one to uncover what’s working and one to explore opportunities to improve.
[06:15] – Who to Ask: Getting the Right Mix of Voices
David shares the importance of choosing 5–6 people with varied roles and perspectives, including friendlies and those with more tension, for honest input.
Executing the Conversations and Following Through
[08:59] – Scheduling & Setting Up the Conversation
Rather than email, David urges listeners to schedule voice-to-voice chats and optionally share the two questions ahead to give people time to reflect.
[10:33] – Leading with Humility in the Conversation
This part emphasizes the power of listening to understand, not defend—using reflection and confirmation techniques to build emotional connection and trust.
[13:52] – The Follow-Up That Builds Trust
David outlines the critical next step: tell participants you’ll pick one actionable item from all responses, then let them know what you chose and why.
[16:27] – Choosing One Thing and Inviting Accountability
Leaders are encouraged to act on just one piece of feedback and invite others to support and hold them accountable, which deepens mutual investment.
[18:19] – Long-Term Impact: Culture, Trust & Role Modeling
In conclusion, David emphasizes how this process fosters a growth-focused team culture, enhances trust, and encourages others to engage in feedback conversations themselves.
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