Summarise a 360-Degree Feedback Report

A 360 report can read like forty opinions pulling in forty directions. This sorts it into what consistently shows up as a strength, what consistently shows up as a development area, and what's just one person's view. The point is to leave with two or three things worth changing, not a vague unease. For anyone handed feedback they need to act on.

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You have received a 360-degree feedback report and need to extract genuine insight from it, separating signal from noise and identifying what to actually act on.
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**Summarise the report across four dimensions:**
1. Consistent strengths: what positive themes appear across multiple raters regardless of relationship type
2. Consistent development areas: what critical themes recur across multiple raters and appear to reflect genuine blind spots
3. Divergent views: where do different groups (manager, peers, direct reports) see you very differently, and what might explain the gap?
4. Prioritised action: based on the feedback, identify one strength to leverage more and one development area to focus on in the next three months
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- Four clearly labelled sections
- A one-paragraph action commitment at the end
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