According to a report by the Corporate Leadership Council, organizations that use 360-degree feedback for their leaders are more likely to have a culture of accountability and performance, leading to higher levels of business success. (Source: Corporate Leadership Council, “The benefits of 360-degree feedback”)

Franchise owners take their leadership to the next level with regular 360 Feedback checks. That reminds me of a client success story:

Ben owns a successful franchise in the health industry, and we’ve been working together on his leadership challenges and his Franchise Owner’s Dashboard. During one meeting a while ago, it was apparent that Ben was unusually distracted. So, I asked him what was consuming his attention, and he promptly replied, “I’m questioning my leadership abilities after an incident with a new employee last week.”

Ben explained what led to his doubts and frustration, and we talked about the value of 360-feedback. Then, his facial expression changed, and he asked how the 360-feedback process worked. 

We agreed to the scope, and Ben emailed those involved.

Once I interviewed Ben’s staff, colleagues, and customers, Ben and I discussed the trends, and a light switch turned on: The new client onboarding process needs to include a staff strategy plan for each client. 

Having input in the plan allows Ben to have confidence that his staff is on the same page and he doesn’t have to “micro-manage” his team once the procedure is established. 

We reviewed the new process months later and interviewed Ben’s team:

“I appreciate Ben’s commitment to hearing my input. The onboarding process can be complicated and involve multiple staff members. Creating a strategic plan for each client prepares us to handle any curve-balls during the process and Ben isn’t constantly checking on me,” one staff member responded. 

Ben is relieved to know his staff can do their job correctly, and he doesn’t have to manage each step along the way. In addition, as a by-product of the 360, Ben’s staff members are empowered to share their ideas about each new client.

According to a Stanford Graduate School of Business Advisory Council survey, self-awareness is the most critical attribute for leaders to develop. 

A 2016 survey by the Harvard Business Review found that while 95% of leaders believed they were self-aware, only 10-15% of their employees agreed. 

There are many reasons for the disparity between the self-perception of leaders and how their employees perceive their level of self-awareness, but the following are the 5 main culprits:

Blind spots: Leaders may have blind spots and be unaware of how their behaviors and actions impact their employees.

Lack of feedback: Employees may not provide candid feedback to their leaders due to fear of retribution or lack of opportunity.

Power distance: The power dynamic between leaders and employees can create a barrier to honest communication, making it difficult for leaders to receive accurate feedback.

Confirmation bias: Leaders may have a confirmation bias, seeking feedback that confirms their beliefs about themselves rather than seeking feedback that challenges their assumptions.

Perception of vulnerability: Leaders may perceive being vulnerable or admitting weaknesses as a sign of weakness, making it difficult for them to acknowledge areas where they need to improve.

So, how can leaders narrow this gap, receive feedback as a gift, and increase their self-awareness? 

Create good intent: Remember that the feedback giver doesn’t intend to offend you. Instead, approach the feedback with an open mind and a willingness to learn.

Acknowledge your actions: Take responsibility for your behavior and create a plan to improve. Being intentional can help you recognize the impact of your activities on others and take steps to change.

Break down emotions: Identify the feelings involved in the feedback and associate a behavior with the emotion. For example, “I feel frustrated when you interrupt me during meetings.”

Ask “what else” and say “thank you”: Encourage more feedback by asking for additional insights and expressing gratitude for the feedback you receive.

In addition to these mindsets, franchisees use The Franchise Owner’s Dashboard to monitor specific areas and increase their self-awareness:

Vision, mission, and values: Discussing these topics with team members can help leaders align their behavior with the company’s purpose and goals, helping them recognize if they are displaying behaviors that are productive to their team’s success.

Core genius: Identifying areas of strength and weakness helps leaders leverage their strengths and seek support in areas where they may be less skilled. Franchise owners must rely on their team members to achieve goals and appreciate their contributions.

Priorities and measurements: Setting clear priorities and measurable goals helps leaders track progress and stay focused on what matters most. 

Professional friends: Engaging with other professionals and seeking mentorship and support assists leaders to gain new perspectives and feedback on their performance and recognize blind spots and areas for improvement.

Professional growth: Committing to ongoing learning and development helps franchisees expand their skills and knowledge and recognize when they need to update their approach or seek new ideas and best practices.

By implementing these strategies and monitoring key areas, franchise owners can increase their self-awareness and become better leaders, positively impacting their teams and organization. 

Remember, self-awareness is a journey that requires practice and effort to develop.

Franchise owners take their leadership to a new level with regular 360 checks, and incorporating the feedback into your dashboard helps you create trust and engagement with your staff, clients, and peers.


Executive to Franchisee by Lucas FreyLuke Frey is a seasoned professional who helps franchise owners succeed where corporate support needs to be improved. With a diverse background that includes 20 years as a successful franchise owner of ImageFIRST Cincinnati, 6 years as an industrial engineer for a Fortune 250 company, and 19 years as a firefighter and chief, Luke has honed his leadership and problem-solving skills to become a positive driving force for other franchise owners’ successes.

Luke’s extensive experience and drive to learn make him a sought-after advisor for franchise owners who want to maximize profits through proven leadership strategies. His management, marketing, operations, and sales expertise helps franchise owners improve their bottom lines and achieve their goals.

As the founder of Bella Vista Executive Advisors, Luke supports franchise owners with the tools, guidance, and support they need to succeed in a competitive market. To learn more about Luke and how Bella Vista Executive Advisors can help your franchise thrive, please visit our website at