A Guide to 360 Feedback for Leadership Growth and Development

leadership 360 feedback

Have you ever wondered how to truly assess your strengths and weaknesses as a leader? How do you get valuable feedback that can propel you to the next level?

That’s where 360-degree leadership feedback comes in. But how do you actually implement it effectively?

This blog explains how to create a streamlined system to get 360 feedback for leadership, guide your team in providing valuable feedback, and even share real-life questions to get you started.

leadership 360 feedback

What is 360-degree Feedback for Leadership?

In 360-degree feedback for leadership, leaders get a full picture of their performance with feedback from other internal stakeholders. It gathers confidential assessments from superiors, peers, direct reports, and sometimes clients. 

This well-rounded view helps leaders identify strengths, weaknesses, and blind spots in their leadership style. This feedback is used to develop targeted improvement plans and become a more effective leader.

What is the Importance of 360 Feedback in Enhancing Leadership Development?

360 feedback is a game-changer for leadership development, especially when it comes to honing those crucial skills you mentioned. Here’s why:

1. Be the decision-maker 

Feedback from superiors and peers can highlight your strengths in gathering information and weighing options. It might also reveal whether your decision-making process is too impulsive or lacks transparency. This allows you to refine your approach and build trust in your choices.

2. Communicate

360 feedback reveals how clearly your message lands. You might discover blind spots in your communication style like colleagues missing key points or superiors finding you overly direct. This insight can help you tailor your communication for different audiences.

3. Indulge yourself in problem-solving 

Feedback can illuminate how you approach challenges. You might discover colleagues appreciate your decisive action, while superiors suggest a more collaborative problem-solving style. This awareness allows you to adapt your approach based on the situation.

4. Prioritize teamwork 

It can show how effectively you delegate, collaborate, and build consensus. You might learn that you need to be more inclusive or provide clearer direction. This helps you foster a strong, engaged team.

5. Be empathetic

Understanding how your actions impact others is crucial for leadership. Feedback from direct reports can highlight if your approach is overly critical or you struggle to recognize their achievements. This allows you to develop empathy and create a more supportive environment.

6. Spread empowerment

Do you delegate effectively? Does your team feel trusted to take ownership? 360 feedback can reveal areas where you might be micromanaging or hindering growth. This empowers you to delegate more effectively and unlock your team’s full potential.

Some Examples of Questions to Ask for Leadership’s 360-degree Feedback

Crafting the right questions is key to getting the most out of 360-degree feedback for leaders. Here are some specific 360 feedback examples categorized according to the areas to focus on:

Leadership style and communication

  • “Does [leader’s name] clearly communicate goals and expectations?”
  • “How effectively does [leader’s name] motivate and inspire the team?”
  • “Does [leader’s name] create a safe space for open communication?”

Decision-making and problem-solving

  • “Does [leader’s name] gather all relevant information before making decisions?”
  • “Does [leader’s name] encourage diverse perspectives when tackling problems?”
  • “Does [leader’s name] hold themselves and others accountable for results?”

Teamwork and collaboration

  • “Does [leader’s name] empower team members to take ownership?”
  • “Does [leader’s name] delegate tasks effectively and provide clear direction?”
  • “Does [leader’s name] support a collaborative and supportive team environment?”

Development and growth

  • “Does [leader’s name] encourage learning and development opportunities for themselves and the team?”
  • “Does [leader’s name] provide constructive feedback to help others grow?”
  • “Does [leader’s name] demonstrate a commitment to continuous improvement?”

Who Can Profit from 360 Feedback for Leadership?

360 feedback for leadership strengthens leadership at all levels, supports a culture of development, and ultimately leads to a more successful organization.

1. Organizations: 360 feedback helps organizations identify high-potential leaders, invest in development programs that target specific needs, and ultimately build a stronger leadership pipeline.

2. Organizational leaders: It can reveal areas where you’re excelling and blind spots you might not have been aware of. This self-awareness is crucial for continuous improvement and propelling the organization forward.

3. Mid-level and frontline managers: 360 feedback for managers helps them understand how their leadership style affects their teams. It can reveal areas where they excel at motivating and coaching and identify opportunities to improve communication or delegation.

4. Individual employees: It can highlight your leadership potential, show areas where you can contribute more effectively as a team player, and ultimately help you navigate your career path.

What Encourages Us to Gather 360-degree Leadership Feedback?

There are several reasons why 360-degree feedback is such a powerful tool for leadership development, especially when compared to traditional top-down evaluations. Here’s why:

1. Comprehensive assessment 

Regular performance reviews are great, but they often lack a full picture. 360-degree feedback questions get input from superiors, peers, direct reports, and sometimes even clients. 

This well-rounded view gives you a much clearer idea of your leadership strengths and weaknesses across the board.

2. Blind spot buster 

We all have areas where we might not realize our impact on others. 360-degree feedback can reveal these blind spots. For example, you might think you’re a great communicator, but your team might find your instructions unclear. 

This insight allows you to adjust your approach and become a more effective leader.

3. Self-awareness 

360 feedback provides valuable data points on your leadership style, communication skills, and how you motivate your team. This self-awareness is essential for targeted development and growth.

4. Alignment 

360-degree feedback can highlight if your leadership approach fosters a culture of innovation and high performance or if adjustments are needed to achieve strategic objectives.

5. Motivation 

360 feedback can reveal if your leadership penetrates a positive and engaged work environment. This allows you to make adjustments that keep your team motivated and productive.

What is the Process for Conducting 360-degree Feedback for Leaders?

You can create a robust 360-degree feedback program that empowers your leaders to continuously improve and drive organizational success by following these steps:

1. Consider investing in the most recent technology solutions

There are robust 360 feedback software in the market that streamline the process. These tools can automate surveys, maintain confidentiality, and generate insightful reports. 

Investing in user-friendly tech saves you time and ensures a smooth experience for everyone involved.

2. Define “Great” leadership

Before you launch the program, clearly define what “great leadership” looks like in your organization. This might involve specific competencies like communication, decision-making, or team building. A clear framework ensures everyone evaluates leadership based on the same criteria.

3. Identify the upcoming leaders 

Who will receive feedback? Focus on established leaders, but don’t forget the high-potential managers you groom for future roles. Including them allows for early development and prepares them for bigger challenges.

4. Keep an eye on advancement and development 

Develop a system to track progress over time. Encourage leaders to set goals based on feedback and use subsequent 360-degree reviews to measure their growth.

This ongoing process ensures continuous improvement and a culture of leadership development.

What Type of Questions Are Not Considered Suitable for 360-degree Leadership Feedback?

When it comes to 360 feedback for leaders, there are a few types of questions to steer clear of. Here’s what we want to avoid:

1. Personal or invasive questions: Stay focused on leadership behaviors, not personal life. Questions about hobbies or appearance won’t provide valuable insights.

2. Leading or biased questions: Phrases like “Isn’t [leader’s name] a great communicator?” push respondents towards a specific answer. Focus on neutral, behavior-based questions.

3. Vague or ambiguous questions: “Is [leader’s name] a good leader?” is too open-ended. Ask specific questions about behaviors, like “Does [leader’s name] provide clear feedback?”

4. Hypothetical or unrealistic questions: “Could [leader’s name] handle a major crisis?” might not be relevant to daily work. Focus on observable behaviors.

5. Overly sensitive or discriminatory questions: Avoid questions about race, religion, or other sensitive topics. Keep it professional and focused on leadership skills.


360-degree leadership feedback isn’t a one-time event. It’s a continuous learning journey. By integrating regular feedback cycles and providing ongoing support, you empower your leaders to refine their skills.

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

Frequently asked questions

1. What is the 360 approach to leadership?

The 360-degree approach to leadership allows leaders to get feedback on their performance from all around them, such as superiors, colleagues, and even direct reports. It gives a well-rounded view of their strengths and weaknesses as leaders.

2. What is the 360-degree model of leadership?

The 360-degree model of leadership is like getting feedback from all angles. Leaders hear from superiors, peers, and even those they lead, giving them a full picture of their strengths and weaknesses as leaders.

3. What are the 360 leadership attributes?

There isn’t one specific set of “360 leadership attributes.” The 360-degree approach gathers feedback on various leadership skills, helping leaders identify their strengths and weaknesses.

4. How do leaders use 360-degree feedback to improve their performance?

Leaders use 360-degree feedback to get a well-rounded view of their leadership style, such as how well they communicate or motivate their team. This helps them identify areas for improvement and become more effective leaders.

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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

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