Looking Ahead: 360 Feedback Sessions and 1:1 Leadership Coaching

If you had to take a look at how you have been running your organization and managing your business, how would you evaluate your efforts not only as a leader but as a change maker? What kind of insights might show up? With summer drawing to a close, our Executives are going to take the tools that they have accumulated during their Community of Practice (CoP) sessions and apply this knowledge to the next phase of their professional development.

The next phase of the Legacy Leadership Project introduces 1:1 coaching alongside an initial, comprehensive 360 Feedback and Evaluation session. Together, these tools provide a structured way to gather both quantitative and qualitative insight, offering Executives a clear picture of how their leadership is experienced and where new possibilities for growth can be found.

As a certified TalentTelligent Associate, Sagdrina Brown Jalal uses the TalentTelligent 360 framework to identify the leadership potentials most relevant for each Executive. The evaluation highlights strengths, patterns, and blind spots, creating a curated foundation for the coaching journey. This information does not prescribe a single path and instead equips leaders with data they can interpret and apply in ways that align with their own goals, needs, and aspirations.

Sagdrina conducting 1:1 Coaching Sessions with a 2024-25 Cohort Participant

In this process, the Executive remains in the driver’s seat. The insights from the 360 Feedback Session serve as both a mirror and a guide: a reflection of current leadership practices and a roadmap for what might come next. By engaging fully, Executives gain the clarity needed to make intentional choices and position their work for greater impact.

For established business owners and leaders, tools like this are essential. Experience brings wisdom, but it can also create blind spots. When people reach a certain level of influence, honest feedback becomes harder to access, and the pace of responsibility can leave little room for reflection. The 360 process offers a rare opportunity to pause, gather structured input, and make informed decisions about where to focus next.

Career development never stops, even at the highest levels. The challenges facing leaders evolve as organizations grow, industries shift, and expectations change. Investing in ongoing development ensures that leaders continue to adapt and expand their capacity, not only for themselves but also for the teams and communities they guide. In this way, the coaching and 360 sessions are not just about skill-building. They are about sustaining momentum, sharpening vision, and reinforcing the foundation that makes long-term impact possible.

Learn more about the executive coaching and 360 assessment process here: TalentTelligent.