In today’s complex healthcare landscape, effective leadership can mean the difference between a thriving, resilient team and one that struggles with communication, morale, and ultimately, patient care outcomes. As health leaders, we’re tasked with not only navigating the challenges of our roles but also fostering an environment where our teams can perform at their best. One powerful way to do this? Evidence-based 360 feedback.
Through my experience working with senior medical and public health leaders, I’ve seen first hand how 360 feedback, when grounded in behavioural science, can have a transformative impact. In my recent podcast conversation with Juliette Alban-Metcalfe, Chief Executive of Real World Group and a renowned occupational psychologist, we delve into why this approach matters—especially in health and healthcare.
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Why Evidence-Based 360 Feedback Matters in Health Leadership
Many feedback tools on the market today offer what seems like a quick route to self-awareness, but without a foundation in evidence-based practices, these tools can fall short. Health leaders need a feedback tool that’s not only rigorous but also tailored to the unique demands of our field, where effective leadership directly impacts patient care, team wellbeing, and overall organisational resilience.
Unlike generic feedback mechanisms, an evidence-based 360 feedback tools, like Real World Group’s Transformational Leadership Questionnaire (TLQ), goes deeper. It’s based on years of research, specifically within health and care settings, and highlights the specific behaviours that make a tangible difference in team performance, innovation, and patient safety. In a field where decisions often have life-altering consequences, we owe it to ourselves and our teams to rely on tools backed by proven science.
Understanding Blind Spots: Both Positive and Negative
A fascinating part of my conversation with Juliette centred around the concept of “blind spots.” In leadership, we often think of blind spots as weaknesses—those areas we’re not fully aware of that could be holding us back. But 360 feedback brings a more nuanced perspective, helping leaders uncover both negative and positive blind spots.
Negative blind spots are the areas that might unintentionally frustrate team members or hinder productivity. Positive blind spots, on the other hand, are those strengths we may not recognise in ourselves but that others see as valuable. Recognising these strengths can boost a leader’s confidence and help them use their natural abilities more strategically.
In my work with senior health leaders using the TLQ, I’ve found that understanding these positive blind spots has a profound impact. Many leaders realise that they bring far more value to their teams than they’d previously thought, which in turn motivates them to lean into their strengths. It’s not just about fixing problems; it’s about amplifying what’s already working well.
Why a Behavioural Model is Essential for Reliable 360 Feedback
For feedback to be truly transformational, it must be rooted in behavioural science. Evidence-based 360 feedback tools are built on behavioural models that go beyond surface-level traits, instead focusing on the actions and practices that genuinely influence team performance and wellbeing.
In the healthcare context, this behavioural focus is crucial. When feedback is aligned with the proven behaviours that promote trust, communication, and psychological safety, leaders are better equipped to foster environments where teams can thrive. According to Real World Group’s extensive research, behaviours like showing genuine concern for team members, setting positive expectations, and supporting personal development all contribute to a leader’s ability to positively influence others.
If a feedback tool doesn’t capture these evidence-based behaviours, leaders might miss the chance to cultivate the qualities that matter most. Worse yet, they could be diverted toward actions that don’t truly benefit their teams or patient outcomes. This is why it’s essential to choose feedback mechanisms that are informed by research and designed to drive meaningful improvement.
How 360 Feedback Enhances Psychological Safety and Team Cohesion
Psychological safety is a critical factor in building effective healthcare teams, where the stakes are high and collaboration is key. Psychological safety allows team members to speak openly, share concerns, and admit mistakes without fear of reprisal. This openness not only fosters innovation but also helps prevent critical errors—a vital consideration in healthcare.
Using an evidence-based 360 feedback tool can help leaders build psychological safety by promoting self-awareness and openness to feedback. Leaders gain a clearer understanding of how their behaviours impact the team’s sense of safety and trust. By addressing both positive and negative feedback, leaders can make thoughtful adjustments to how they communicate, support, and connect with their teams, reinforcing a culture where everyone feels valued and respected.
My Experience Using the Transformational Leadership Questionnaire
Over the past five years, I’ve worked with dozens of senior health leaders using Real World Group’s Transformational Leadership Questionnaire (TLQ). The feedback has been profound. For most leaders, the TLQ process doesn’t just highlight areas for growth; it shines a spotlight on their strengths. Leaders often discover they’re far more effective and capable than they realised, which boosts their confidence and willingness to engage even more with their teams.
For example, many health leaders I’ve worked with were initially cautious about receiving feedback. They feared it would focus too heavily on areas for improvement. However, the evidence-based nature of the TLQ reframes feedback, providing a balanced view that emphasises strengths as well as growth areas. This experience has been transformative, giving leaders a renewed sense of purpose and a clearer understanding of their value.
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Key Takeaways for Health Leaders Considering 360 Feedback
If you’re a health leader or aspire to become one, here are a few points to consider when choosing a 360 feedback tool:
- Look for Evidence-Based Tools
Choose a tool that’s based on rigorous research, ideally one that’s been tested in healthcare settings. Evidence-based tools ensure that your feedback is relevant and aligned with the best practices that drive team success. - Focus on Behavioural Feedback
Tools that emphasise behaviours over traits or personality preferences provide actionable insights. This approach enables you to adjust specific actions and interactions to better meet your team’s needs. - Embrace Both Positive and Negative Blind Spots
Be open to discovering your strengths and areas for growth. Recognising both helps you lead with greater authenticity and confidence, benefiting both you and your team. - Use Feedback to Foster Psychological Safety
Psychological safety is essential for high-functioning healthcare teams. Use 360 feedback as an opportunity to cultivate openness and trust, which are foundational to effective team collaboration and patient care.
By choosing an evidence-based 360 feedback tool and committing to self-reflection, health leaders can make a lasting impact. The insights you gain not only enhance your personal leadership journey but also create a ripple effect, fostering stronger, more resilient teams.
Reflective Questions for Health Leaders
As you think about your own leadership journey and the themes explored in this blog, consider the following questions to help you reflect and take actionable steps:
- What positive strengths might I be underestimating in my own leadership, and how can I bring these strengths forward to benefit my team more intentionally?
Reflect on recent feedback you’ve received from others or moments where you felt particularly effective in your role. - In what ways am I fostering psychological safety within my team, and where could I make adjustments to ensure all team members feel comfortable sharing openly?
Consider specific actions or behaviours that could build trust and openness, such as inviting feedback or demonstrating vulnerability. - How am I currently gathering feedback from my team, and is it aligned with evidence-based practices that focus on actionable behaviours rather than personality traits?
Think about whether your feedback process captures the full picture of your impact, both positive and areas for growth. - What steps could I take to uncover any negative blind spots that may be affecting my leadership, and how can I create a supportive environment for honest feedback?
Reflect on feedback systems in place and how they might be improved to foster a balanced understanding of your strengths and areas for development. - How can I make time to engage more deeply with my team, balancing my day-to-day responsibilities with the need to connect and support them as individuals?
Consider practical ways to integrate more team engagement into your routine, such as weekly check-ins, informal feedback sessions, or team-building opportunities.
These questions can guide meaningful self-reflection and help health leaders take intentional steps toward becoming more self-aware, supportive, and effective in their roles.
If you’re curious to learn more about transformational leadership and evidence-based feedback, consider subscribing to my newsletter. You’ll receive exclusive resources and practical insights to support your leadership development.
Dr Fiona Day is the world’s only Leadership Coach with advanced coaching psychology, medical and public health qualifications (MBChB, FFPH, BPS Chartered Psychologist in Coaching Psychology, EMCC Master Practitioner Coach & Mentor) and is in a unique position to help you and your teams to flourish. Fiona specialises in coaching medical and public health leaders, is a coach Supervisor, and an EQA Foundation Award Holder. Get 3 hours of FREE CPD with Fiona’s Health Career Success Programme here. Book a free confidential 30 minute Consultation with Fiona here. Subscribe and listen to her Podcast ‘Transformational Thinking for Health Leaders’ here.
