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[Client Name], thank you for coming in today. I know receiving a 360 can feel like a lot — I want us to take our time with this.
Before we look at any specific data, I'm curious: how are you feeling going into this conversation?
[Pause. Name any emotion that arises. Normalise it.]
Here's how I'd like to structure our time: we'll start with what the data says you do really well — because that matters and it's real. Then we'll look at the development areas. And then we'll talk about what, if anything, you want to do with what you learn today.
Does that feel like a good approach?
[Starting with strengths is not flattery — it builds the emotional capacity to hear the harder feedback.]
Looking at your results, the themes that came through most consistently as strengths are [Theme 1] and [Theme 2]. What's your reaction to seeing that in black and white?
[Pause. Let them respond fully before moving on.]
Now — the areas where the feedback is asking you to grow.
The theme that appears most consistently is [Core Development Theme — in neutral language, not judgment]. Here's how several of your respondents described it: [2–3 anonymised quotes or paraphrases].
What's your honest reaction to that?
[Pause. Don't rush to reassure.]
Is this feedback surprising, or is it confirming something you already knew?
If this theme is real — and I'm not saying it's the whole truth, but if there's even 20% truth in it — what's the cost to you and to the people around you?
So: what, if anything, do you want to do with this? Not what you think you should do. What do you actually want to work on?
[The development plan should come from them, not from you.]
