Self-awareness is key to a leader’s success. But a leader can’t improve if they aren’t aware of their blind spots, strengths, and weaknesses, or how their behavior impacts business results, their team, peers, or the C-Suite or Board of Directors. For the leader getting a 360 assessment, raters water down their feedback so they can’t be identified or punished for their comments. The standard 360 review isn’t flexible to match relevant changes in job functions, business strategies, an impending merger, a prolonged pandemic, or retirement preparation. The 360 assessment should reflect the current expectations and circumstances for the leader.