Enhance your leadership development with 360° review

360-degree feedback for leadership development is a powerful tool for enhancing leadership effectiveness. Learn how to use it to develop your leaders.
Leadership development

360 feedback tool trusted by the brands that you know

  1. Red bull
  2. Schindler
  3. Bayer
  4. Booksy
  5. KraftHeinz
  6. Danone
360 review form Example

The Power of 360 Feedback for Leadership Development

  1. Objective Insights: 360-degree feedback offers a balanced and objective assessment of a leader's behavior, skills, and competencies. By collecting feedback from various sources, it helps leaders gain a better understanding of their impact on different stakeholders and the organization as a whole.
  2. Identifying Blind Spots: Leaders often have blind spots, areas of their performance they may not be aware of. 360-degree feedback helps uncover these blind spots, enabling leaders to address them proactively. This self-awareness is vital for personal and professional development.
  3. Targeted Development: The feedback received through this process can be used to identify specific areas for improvement. This targeted approach allows leaders to focus on enhancing their skills and behaviors that will have the most significant impact on their leadership effectiveness.
  4. Employee Engagement: Leaders who actively seek feedback and demonstrate a commitment to their own development tend to inspire greater engagement among their teams. Employees appreciate leaders who are open to growth and continuous improvement.
  5. Fostering a Culture of Feedback: When leaders participate in 360-degree feedback, it sets an example for the entire organization to embrace a culture of feedback. This leads to increased communication, transparency, and a stronger sense of collaboration.
  6. Tailored Leadership Programs: Using 360-degree feedback data, customized leadership development programs can be designed to meet individual needs. These programs can include coaching, workshops, and other developmental opportunities to support leadership growth.
  7. Measuring Progress: Over time, leaders can track their progress by participating in multiple 360-degree feedback assessments. This enables them to gauge the effectiveness of their development efforts and make adjustments accordingly.

Multi-Faceted Benefits of 360-Degree Feedback for Leadership Development

360-degree feedback for leadership benefits a wide range of individuals and stakeholders within an organization. The 360 review process has a positive impact on both leaders and the organization as a whole. Here are the main beneficiaries:

  • Leaders:

    • Self-Development: Leaders gain valuable insights into their strengths and weaknesses. They become more self-aware, understanding how their actions and behaviors affect others.
    • Targeted Growth: The feedback highlights specific areas for improvement, allowing leaders to focus their development efforts on the most impactful aspects of their leadership.
    • Enhanced Effectiveness: Armed with comprehensive feedback, leaders can make more informed decisions and adapt their leadership style to better meet the needs of their team and organization.
    • Increased Engagement: Leaders who actively seek feedback and show a commitment to personal growth tend to inspire greater engagement among their team members.
  • Team Members and Employees:

    • Better Leadership: When leaders improve their skills and behaviors based on feedback, it positively impacts the entire team. Effective leadership leads to a more engaged and productive workforce.
    • Voice and Empowerment: Team members feel valued and empowered when they have the opportunity to provide feedback on their leaders. It fosters a sense of ownership and involvement in the organization's development.
  • Human Resources and Talent Management:

    • Succession Planning: 360-degree feedback helps identify high-potential leaders and areas for development, assisting HR in creating effective succession plans.
    • Leadership Development Programs: HR can design targeted leadership development initiatives based on the feedback data, ensuring that resources are allocated where they are most needed.
  • Organizational Development and Performance:

    • Improved Leadership Pipeline: As leaders develop their skills and competencies, the organization benefits from a strong leadership pipeline that can adapt to changing needs and challenges.
    • Cultivating a Learning Culture: Organizations that embrace 360-degree feedback foster a culture of continuous learning, encouraging individuals at all levels to seek feedback and invest in their development.
  • Customers and Stakeholders:

    • Better Service Delivery: Effective leadership positively impacts the customer experience and stakeholder relationships, leading to improved service delivery and satisfaction.
  • The Organization as a Whole:

    • Higher Performance: Strong leadership, driven by 360-degree feedback, leads to better decision-making, more effective teamwork, and improved overall organizational performance.
    • Adaptability: Leaders who develop their skills based on feedback are better equipped to lead in dynamic and challenging environments, making the organization more adaptable and resilient.
360 review form Example

How to carry out 360-degree feedback for leaders

Carrying out a successful 360-degree feedback process for leaders requires careful planning, clear communication, and a commitment to confidentiality. Here's a step-by-step guide on how to execute this process effectively:

  1. Define Objectives and Focus Areas.
  2. Select Assessors with direct interactions and valuable insights.
  3. Customize a comprehensive Feedback Survey for specific leadership competencies.
  4. Ensure Confidentiality to promote honest and unbiased feedback.
  5. Administer the Survey using a secure platform with clear instructions.
  6. Collect and Analyze Feedback to identify strengths and improvement areas.
  7. Conduct a Feedback Session with a trained facilitator to deepen self-awareness.
  8. Set Development Goals aligned with strengths and areas for improvement.
  9. Develop an Action Plan with coaching or training resources.
  10. Monitor Progress continuously and offer ongoing support.
  11. Repeat the Process periodically for continuous development and growth.

Survey question examples for leadership development

In the 360-degree survey, you can ask about many leadership competencies. Here are some examples of questions you can use for each:

  1. Communication:
    • Does the leader communicate effectively, ensuring clarity and understanding among team members?
    • Does the leader actively listen to the ideas and concerns of team members, fostering open communication?
  2. Decision-making:
    • Does the leader make well-informed and timely decisions that align with organizational goals?
    • Does the leader involve the relevant stakeholders in decision-making processes when appropriate?
  3. Empowerment:
    • Does the leader delegate tasks and responsibilities, empowering team members to take initiative?
    • Does the leader provide support and resources to help team members succeed in their roles?
  4. Vision and Strategy:
    • Does the leader communicate a compelling vision for the team/organization's future?
    • Does the leader ensure that team goals align with the broader organizational strategy?
  5. Conflict Resolution:
    • Does the leader handle conflicts diplomatically, finding solutions that benefit all parties involved?
    • Does the leader address conflicts promptly and effectively to maintain a harmonious work environment?
  6. Performance Management:
    • Does the leader provide constructive feedback and recognition for team members' achievements?
    • Does the leader set clear performance goals and hold team members accountable for their results?
  7. Adaptability:
    • Does the leader respond effectively to changing circumstances and challenges?
    • Does the leader encourage flexibility and adaptability among team members?
  8. Inclusivity and Diversity:
    • Does the leader promote diversity and inclusivity, valuing different perspectives within the team?
    • Does the leader create an environment where all team members feel valued and included?
  9. Team Building:
    • Does the leader foster a sense of unity and cooperation among team members?
    • Does the leader promote collaboration and teamwork within the team?
  10. Innovation:
    • Does the leader encourage creativity and innovative thinking within the team?
    • Does the leader support and champion new ideas and initiatives?
  11. Ethical Behavior:
    • Does the leader demonstrate ethical behavior and uphold high moral standards in their actions?
    • Does the leader lead by example, promoting ethical conduct among team members?
  12. Personal Development:
    • Does the leader actively seek opportunities for personal and professional growth?
    • Does the leader invest in developing their leadership skills and knowledge?
  13. Trustworthiness:
    • Does the leader build trust among team members by being reliable and keeping commitments?
    • Does the leader maintain transparency and honesty in their interactions?
  14. Collaboration with Other Departments:
    • Does the leader foster collaboration and effective communication with other departments?
    • Does the leader promote a culture of cross-functional teamwork to achieve organizational goals?
  15. Customer Focus:
    • Does the leader prioritize customer needs and satisfaction in decision-making?
    • Does the leader instill a customer-centric mindset within the team?
Responsly Employee Experience platform helps us to manage employee satisfaction and communication within our organization.

Alicja Zborowska, Administration Specialist

Red bull

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