{"id":1740,"date":"2026-10-12T19:02:57","date_gmt":"2026-10-12T19:02:57","guid":{"rendered":"https:\/\/kvadrantkoolitus.ee\/?page_id=1740"},"modified":"2026-10-12T19:11:55","modified_gmt":"2026-10-12T19:11:55","slug":"360-feedback","status":"publish","type":"page","link":"https:\/\/kvadrantkoolitus.ee\/en\/solutions\/360-feedback\/","title":{"rendered":"360\u00b0 feedback for leaders and teams"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Does my directness come across as clarity or as pressure? Does my thoroughness give the team confidence, or does it slow them down? Most of us don&#8217;t really know. Feedback arrives by chance: in vague terms at a development review, too sharply in a tense moment, or not at all, because it feels uncomfortable to give.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Insights Discovery Full Circle (360) brings this picture into view calmly and in a structured way. Participants see side by side how they describe themselves and how their manager, colleagues, direct reports and customers experience their behaviour. We talk about the feedback in the language of the Insights Discovery\u00ae colour energies, which describes behaviour without grading the person.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img width=\"700\" height=\"467\" loading=\"lazy\" decoding=\"async\" src=\"https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel-700x467.jpg\" alt=\"Two people looking at an Insights Discovery Full Circle wheel on a laptop, showing the participant's self-perception and the feedback group's perceptions\" class=\"wp-image-1736\" srcset=\"https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel-700x467.jpg 700w, https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel-250x167.jpg 250w, https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel-768x512.jpg 768w, https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel-1536x1024.jpg 1536w, https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel-120x80.jpg 120w, https:\/\/kvadrantkoolitus.ee\/wp-content\/uploads\/2026\/10\/Photo_Laptop_1_-DFC_wheel.jpg 2000w\" sizes=\"auto, (max-width: 700px) 100vw, 700px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">When 360\u00b0 feedback helps<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A leader wants to know how their style really affects the team, but asking directly mostly brings polite answers.<\/li>\n\n\n\n<li>A specialist is strong in their own work, but collaboration with others creates friction and they can&#8217;t see why.<\/li>\n\n\n\n<li>A team already shares the colour energy language and is ready to give feedback to each other.<\/li>\n\n\n\n<li>The organisation wants feedback to be a normal part of work, not an exceptional event.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Who it is for<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Insights Discovery Full Circle (360) is not only for leaders. It suits anyone whose work depends on collaboration: leaders, specialists, project managers and team members. Salespeople can also ask their customers for feedback. Feedback can be gathered for one person, for two colleagues about each other, or for a whole team whose members give feedback to one another.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The foundation is an up-to-date personal Insights Discovery profile, which participants receive in Insights Discovery: An Introduction. The Full Circle profile compares the contributors&#8217; feedback with this profile. If the profile is more than about two years old, we recommend updating it first. If there is no profile yet, we start with An Introduction.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How the process works<\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Readiness and purpose.<\/strong> We start with a conversation: why the feedback is needed, what success looks like, and whether there is enough trust to give and receive feedback honestly. 360\u00b0 feedback is not an automatic next step after the first programme. If trust is lacking, we start there.<\/li>\n\n\n\n<li><strong>Named or anonymous.<\/strong> We agree in advance whether the participant will see who said what. We recommend named feedback, because the participant can then talk to contributors afterwards, ask for clarification and strengthen the relationship. With anonymous feedback, contributors&#8217; names are not shown.<\/li>\n\n\n\n<li><strong>Choosing contributors.<\/strong> The participant sets a learning goal and chooses up to 12 contributors, ideally at least six: their manager, peers, direct reports and customers. To see results by role, each role needs at least two contributors; one manager is enough. The participant contacts the contributors personally, explains their goal and asks for their support.<\/li>\n\n\n\n<li><strong>The contributor questionnaire.<\/strong> Contributors complete a shortened Insights Discovery evaluator about the participant and answer three open questions: which behaviours they most admire, which behaviours they would encourage the participant to develop, and anything else they would like to add. It takes about 20 minutes. Contributors receive a short briefing on giving honest, developmental feedback.<\/li>\n\n\n\n<li><strong>The feedback conversation.<\/strong> We open the Full Circle profile together, either one-to-one, in pairs (for example a manager and a direct report) or in a group workshop. We discuss what the participant is pleased to see and what surprises them, then pick out what they want to explore further. Finally, we look at what it means for their everyday work.<\/li>\n\n\n\n<li><strong>Follow-up agreements.<\/strong> The participant sets at least one clear goal and writes down what they will do differently in the coming weeks and whose support they need. In a second session we look at what they have tried and what it brought.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">What the Full Circle profile shows<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The profile sets the participant&#8217;s self-perception side by side with the feedback group&#8217;s perception: colour energy scores, position on the Insights Discovery wheel, key strengths and how the participant may come across under pressure. It shows how the feedback differs between contributors and between roles, together with the contributors&#8217; written comments.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Other people&#8217;s perceptions are neither right nor wrong. They come from their experience of the participant and are filtered through their own preferences. Seeing the difference, the participant can consciously choose to use a colour energy more or less in certain situations or with certain people.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The profile describes behavioural preferences, not competencies or performance. That is why we use it for development. It is not suitable for addressing a performance issue or as a basis for pay decisions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Programmes<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"https:\/\/kvadrantkoolitus.ee\/en\/training-programmes\/#insights_discovery_an_introduction\">Insights Discovery: An Introduction<\/a><\/strong> is the foundation. Participants receive a personal profile and a shared language for people&#8217;s differences.<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/kvadrantkoolitus.ee\/en\/training-programmes\/#discovery_full_circle\">Insights Discovery Full Circle (360)<\/a><\/strong> adds the perspective of others to the profile.<\/li>\n\n\n\n<li>As a next step, <a href=\"https:\/\/kvadrantkoolitus.ee\/en\/solutions\/leadership-training\/\">Discovering Leadership Effectiveness<\/a> suits leaders and <a href=\"https:\/\/kvadrantkoolitus.ee\/en\/solutions\/team-training\/\">Insights Discovering Team Effectiveness<\/a> suits teams.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Participants keep their personal profile. In the next programme only the new profile chapters are added.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Price<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The personal Insights Discovery profile (Foundation) is bought once and stays with the participant. If a participant already has an up-to-date profile, only the Full Circle profile is added for the feedback. The price depends on the number of participants and on whether the feedback conversation is one-to-one or in a group workshop. We calculate the exact price in the proposal after a short conversation. Travel outside Harju County is charged at EUR 0.50 per km.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Where it takes place<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Feedback conversations and workshops take place across Estonia at your premises or a venue of your choice, whether in Tallinn, Tartu, P\u00e4rnu or elsewhere, and virtually via MS Teams. The questionnaires are completed online. The working language is English or Estonian. A group workshop works best for 8\u201316 participants; a one-to-one feedback conversation is also possible.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Who leads it<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The trainer is Ertti Hermanson, the only licensed Insights Discovery practitioner in Estonia, with more than 30 years of leadership experience at Alexela, Servaali, Kaupmees &amp; Ko and Momentin. Kvadrant Koolitus is the <a href=\"https:\/\/www.insights.com\/what-we-do\/global-offices\/\">official Insights Discovery partner in Estonia<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently asked questions<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Is 360\u00b0 feedback only for leaders?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. Insights Discovery Full Circle (360) suits anyone whose work depends on collaboration: leaders, specialists and team members. Salespeople can also gather feedback from customers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Is the feedback anonymous?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This is a choice we make before feedback is collected. We recommend named feedback, because the participant can then talk to contributors afterwards and understand the feedback better. If anonymity is needed for a good reason, contributors&#8217; names are not shown in the profile.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How many contributors are needed, and who chooses them?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The participant chooses up to 12 contributors, ideally at least six, and we help think the choice through. A good choice is varied: manager, peers, direct reports and customers. To see results by role, each role needs at least two contributors.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How much time does it take a contributor?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">About 20 minutes. The contributor completes a shortened Insights Discovery evaluator about the participant and answers three open questions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Do participants need to complete Insights Discovery: An Introduction first?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. The Full Circle profile compares the contributors&#8217; feedback with the participant&#8217;s own Insights Discovery profile, so the profile needs to exist and be up to date. If the participant has already completed An Introduction, we start with the feedback straight away.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Are the results used in performance reviews?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. The profile describes behavioural preferences, not performance, and it is the participant&#8217;s development tool. If the participant wishes, they can discuss their development goals with their manager.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What happens after the feedback conversation?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The participant writes down their goals and actions. With named feedback, they can talk to some of the contributors to understand the feedback better. In a second session we look at what they have tried and what has changed.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Related solutions<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/kvadrantkoolitus.ee\/en\/solutions\/leadership-training\/\">Leadership training<\/a> for managers and leadership teams<\/li>\n\n\n\n<li><a href=\"https:\/\/kvadrantkoolitus.ee\/en\/solutions\/team-training\/\">Team training<\/a>, when the whole team needs a shared language<\/li>\n\n\n\n<li><a href=\"https:\/\/kvadrantkoolitus.ee\/en\/solutions\/\">All solutions<\/a><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Let&#8217;s talk about feedback in your organisation<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a class=\"btn_yellow\" href=\"https:\/\/kvadrantkoolitus.ee\/en\/contact\/\">Contact us<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Or write to <a href=\"mailto:ertti.hermanson@kvadrantkoolitus.ee\">ertti.hermanson@kvadrantkoolitus.ee<\/a> or call <a href=\"tel:+3725119878\">+372 51 19 878<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Does my directness come across as clarity or as pressure? Does my thoroughness give the team confidence, or does it slow them down? Most of us don&#8217;t really know. Feedback arrives by chance: in vague terms at a development review, too sharply in a tense moment, or not at all, because it feels uncomfortable to [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":1691,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/template-example.php","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-1740","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>360\u00b0 Feedback for Leaders and Teams | Kvadrant Koolitus<\/title>\n<meta name=\"description\" content=\"360\u00b0 feedback with Insights Discovery Full Circle: see how others experience your behaviour. 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