45 Examples of 360-degree Feedback Questions for Leaders

360 feedback questions for leadership

Do you ever wonder what prompts will illuminate your leadership strengths and weaknesses? How can you ensure the feedback aligns with your company’s goals and values?

That’s where the 360-degree feedback comes in. But how do you really implement it in your professional work?

This blog dives into various real-world examples of 360-degree feedback questions for leadership.

360 feedback questions for leadership

What are 360 Feedback Questions for Leadership?

360 feedback questions for leadership target areas like communication, decision-making, and team motivation that help the leaders grow and develop. Gathering feedback from superiors, peers, and direct reports gives a well-rounded view of a leader’s strengths and weaknesses.

This valuable data can be used to inform development plans, improve leadership effectiveness, and penetrate a positive work environment.

45 Examples of 360-degree Feedback Questions Suitable for Leadership

These 360 feedback questions will help you craft a well-rounded assessment for your Leaders. Let’s dive into specific areas:

1. For communication skills

  • “How effectively does [Leader Name] communicate complex information clearly and understandably?”
  • “Does [Leader Name] actively listen to different perspectives and encourage open communication within the team?”
  • “Does [Leader Name] adjust their communication style to suit the audience (e.g., colleagues, clients, superiors)?”
  • “How comfortable are you receiving constructive feedback from [Leader Name]?”
  • “Does [Leader Name] inform the team about important decisions and company developments?” 

2. For teamwork and collaboration

  • “Does [Leader Name] create a collaborative environment where everyone feels comfortable sharing ideas?”
  • “How effectively does [Leader Name] delegate tasks and leverage the strengths of team members?”
  • “Does [Leader Name] support a sense of accountability and shared responsibility within the team?”
  • “To what extent does [Leader Name] recognize and celebrate team achievements?”
  • “How well does [Leader Name] manage conflict within the team and encourage productive resolution?”

3. For vision and strategy

  • “Does [Leader Name] effectively communicate a clear and inspiring vision for the team or department?”
  • “How well does [Leader Name] translate organizational goals into actionable strategies for the team?”
  • “To what extent does [Leader Name] involve team members in strategic planning discussions?”
  • “Does [Leader Name] demonstrate a strong understanding of the industry trends and competitive landscape?”
  • “How effectively does [Leader Name] adjust strategies based on changing market conditions?”

4. For empowerment and delegation

  • “Does [Leader Name] give team members the autonomy and resources they need to succeed?”
  • “How well does [Leader Name] set clear expectations while allowing space for individual initiative?”
  • “To what extent does [Leader Name] trust team members to make decisions and take ownership of their work?”
  • “Does [Leader Name] provide opportunities for team members to develop their skills and expertise?”
  • “How comfortable do you feel approaching [Leader Name] for guidance and support?”

5. For conflict resolution

  • “How effectively does [Leader Name] facilitate discussions to resolve team conflicts?” 
  • “Does [Leader Name] encourage diverse viewpoints and work towards win-win solutions during disagreements?” 
  • “When faced with conflict, does [Leader Name] remain calm, composed, and respectful of all parties involved?” 
  • “Does [Leader Name] get to the root cause of conflicts and address them effectively, preventing future issues?” 
  • “Do you feel comfortable expressing your perspective during team disagreements when [Leader Name] is present?” 

6. For feedback and coaching

  • “Does [Leader Name] provide clear, specific, and actionable feedback that helps you improve your performance?” 
  • “Does [Leader Name] create opportunities for you to learn and grow through coaching and development initiatives?” 
  • “Does [Leader Name] encourage open communication and welcome feedback about their own leadership style?” 
  • “Does [Leader Name] tailor their coaching approach to your strengths and weaknesses?” 
  • “Does [Leader Name] recognize and celebrate your achievements and progress?” 

7. For innovation and creativity

  • “Does [Leader Name] create an environment that encourages creative thinking and risk-taking?” 
  • “Do you feel empowered to share your innovative ideas and contribute to brainstorming sessions?” 
  • “Does [Leader Name] support experimentation with new ideas, even if they don’t always succeed?” 
  • “Does [Leader Name] recognize and reward team members who contribute innovative solutions?” 
  • “Does [Leader Name] encourage questioning the status quo and exploring alternative approaches?” 

8. For performance management

  • “Does [Leader Name] establish clear and measurable goals for the team that align with company objectives?” 
  • “How effectively does [Leader Name] provide regular and constructive feedback to help you improve your performance?” 
  • “Does [Leader Name] conduct fair and objective performance reviews that acknowledge your accomplishments and areas for growth?”
  • “Does [Leader Name] hold team members accountable for their work while effectively delegating tasks?”
  • “Does [Leader Name] recognize and celebrate individual and team achievements?” 

9. For leadership development

  • “Does [Leader Name] actively seek opportunities to coach and develop your leadership skills?” 
  • “How effectively does [Leader Name] approach complex problems and involve the team in decision-making?” 
  • “Does [Leader Name] clearly understand the company’s long-term vision and strategy?” 
  • “Does [Leader Name] encourage innovative ideas and create an environment that supports creativity within the team?” 
  • “Does [Leader Name] model a commitment to continuous learning and encourage professional development within the team?” 


360-degree feedback isn’t about finding fault; it’s about continuous growth. You’ll become a more effective, well-rounded leader by embracing feedback and actively seeking development opportunities.

If you are ready to take your employee development to the next level? Consider working with our performance management consultants. They can provide personalized 360 feedback coaching, help you craft a development plan, and offer ongoing support.

Frequently Asked Question

1. What questions should I ask for feedback on leadership?

Communication: “How clearly do you get your message across? Do you actively listen to others?”

Teamwork: “Do you inspire and motivate your team? Can you delegate effectively?”

Decision-making: “Do you make sound choices and involve others when needed?”

Development: “Do you help your team members grow? Are you open to learning yourself?”

2. What is 360 feedback about leadership?

360 feedback for leadership is a way to get a full picture of a leader’s strengths and weaknesses by gathering feedback from supervisors, peers, and direct reports. It helps them understand how their leadership is perceived and identify areas for improvement.

3. What is a good 360 feedback example?

“Sarah, I really appreciate how you take the time to explain things clearly. Your recent presentation on the new marketing strategy was easy to follow, and everyone felt confident moving forward.” 

4. How do you ask for feedback in leadership?

When asking for leadership feedback, be specific about areas you want to improve and assure people their honesty is valued. Simple phrases like “How can I be a more effective communicator?” or “I’m committed to growth – what areas can I develop?” open the door to valuable insights. Make this process more efficient and continuous by doing it on a 360 feedback software.

author img

Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

Author Bio

You may also like