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Leadership 360 feedback
A leadership 360 assessment that leads to better leaders
Give every leader an honest view of how they lead, measured against what their role needs, and a plan to improve that’s checked again in 90 days. From first-line managers to the senior team.
Your 360° feedback report
Maya Santos
What to do about them
What to do about them
1Makes sure quieter people get heard
What people are seeing
Colleagues rated this 2.6 out of 5, and you rated it 4.0.
Why it matters
When people feel heard they bring problems early and share their best ideas; when they don’t, they go quiet.
Try this in the next 30 days
- In your next three meetings, summarize what you heard before you give your own view.
- Count to three before replying when someone finishes speaking.
- Ask “What am I missing?” at the end of each decision discussion.
You’ll know it’s working when
People bring you problems earlier, and say “thanks for hearing me out”.
How it works
Leadership feedback that turns into change
Measure
Measured against what leadership looks like here
Start from our Leadership 360 or Senior leader 360 templates, or use your own leadership competencies. Each question is one behavior colleagues can see, such as “Explains where the team is heading” or “Asks for other views before deciding”.
- Setting direction, coaching, listening, decisions and delivery
- Senior leader version adds strategy and leading change
- Questions only a team can answer go to direct reports only
Develop
From blind spots to a plan
Leaders see where colleagues rate them highest and lowest, where their own view differs, and what to try in the next 30 days. They choose one or two behaviors to work on and set a target.
- Blind spots and hidden strengths, side by side
- Specific actions, not generic advice
- Share the report with a coach before the debrief
Your 360° feedback report
Maya Santos
What to do about them
What to do about them
1Makes sure quieter people get heard
What people are seeing
Colleagues rated this 2.6 out of 5, and you rated it 4.0.
Why it matters
When people feel heard they bring problems early and share their best ideas; when they don’t, they go quiet.
Try this in the next 30 days
- In your next three meetings, summarize what you heard before you give your own view.
- Count to three before replying when someone finishes speaking.
- Ask “What am I missing?” at the end of each decision discussion.
You’ll know it’s working when
People bring you problems earlier, and say “thanks for hearing me out”.
The process
Five steps from assessment to measurable change
- 1
Choose the leaders
Add one leader or a whole cohort. Rater lists can come from a spreadsheet or your HR system.
- 2
Collect honest feedback
Manager, peers and direct reports answer anonymously in about 10 minutes.
- 3
Debrief and plan
Each leader gets a private report and a plan with measurable goals.
- 4
Practice
Monthly nudges and coach check-ins keep the plan going.
- 5
Measure the change
At 90 days, colleagues re-rate the goal behaviors.
FAQ
Questions people ask
What is a leadership 360 assessment?
A leadership 360 assessment gathers feedback on how someone leads from their manager, peers and direct reports, compared with their own view. It shows strengths, blind spots and the leadership behaviors to develop.
What should a leadership 360 measure?
Behaviors people can see: setting direction, coaching and developing others, listening, making and explaining decisions, delegating, and delivering results. Senior leaders add strategic thinking and leading change.
How often should leaders do a 360?
Once a year works for most leaders, with a short re-check of their goal behaviors after about 90 days to see what changed.
Can we use our own leadership framework?
Yes. Bring your leadership competencies and Sidelight turns them into the survey and measures each leader against the level their role needs.
Try Sidelight 360 free
Your first 3 people are free, with unlimited raters, no card and no time limit.