Make leadership clearer: 360 degree feedback that actually works
360-degree feedback gives leaders the honest, practical view they need to grow: not just a scorecard, but a roadmap. It gathers input from managers, peers, direct reports and self-reflection to reveal strengths, blind spots and development priorities. Unlike a single-source performance review, it provides a rounded view of how someone’s behaviours land in the real world.
Why use 360 degree feedback?
Because leadership is social. Effective leaders need to know how they’re perceived, where they’re having an impact, and where their intentions don’t match outcomes.
Used well, 360 degree feedback accelerates learning, improves performance conversations and helps you to build stronger, more confident leaders, without blowing your training budget.
A well-designed 360 degree feedback programme helps to:
- pinpoint development priorities fast,
- focus coaching conversations on observable behaviours,
- track progress over time, and
- align individual development with organisational values and leadership expectations.
We’re licensed to use SHL 360-degree products — meaning you get a robust, research-backed toolset combined with local coaching and interpretation.
This also means we can combine 360 feedback with other tools, like psychometric assessments, to measure past behaviour and future potential.
How do we run 360 degree feedback?
- Kick-off and objective setting: We work with you to define purpose, participants and desired outcomes.
- Questionnaire selection: Because we’re licensed to use SHL 360-degree products, we use validated, research-based questionnaires which can be tailored to your leadership framework.
- Rater selection and communications: We assist with choosing raters and drafting communications so participants understand confidentiality and intent.
- Data collection: Anonymous collection with reminders and response monitoring for reliable outcomes.
- Interpretation and debrief: We help the leader and their manager to interpret the report, link behaviours to business priorities and build a practical development plan.
- Coaching and follow-up: Optional coaching sessions convert insight into action, and repeat cycles track progress.
Who benefits from 360 degree feedback?
360 degree feedback is flexible and useful across experience levels. Here’s how it helps at each stage:
Emerging leaders (aspiring team leads / high-potential employees)
For people stepping into leadership for the first time, a 360 is an eye-opener. It:
- highlights leadership strengths to build on,
- exposes early blind spots (communication, delegation, influence), and
- provides evidence to shape targeted learning pathways and mentoring relationships.
New team leaders and managers (first 6–12 months)
New team leaders and managers often struggle with translating technical expertise into people leadership. 360 degree feedback:
- reveals how they’re managing up and down,
- identifies areas that need immediate support (feedback skills, performance conversations), and
- helps structure a short, practical development plan so they don’t “learn on the job” the hard way.
For seasoned leaders a 360 is less about “discovering” and more about recalibrating. It:
- validates strengths and strategic impact,
- surfaces leadership behaviours that need adapting in changing contexts (remote work, matrix structures), and
- supports succession planning by comparing self-view and stakeholder perceptions.
Across all levels, data from repeated cycles can show real progress — not just subjective impressions.
Practical uses for 360 degree reviews as part of a leadership development programme
Onboarding for new managers: quick 360 at month 6 to set early development priorities.
High-potential pathways: baseline + 12-month follow-up to measure growth.
Team leader cohorts: group reporting to identify common training gaps and shared learning.
Succession planning: combine 360 data with performance and capability frameworks.
Behavioural change projects: use 360s before and after targeted interventions to show impact.
Because we offer flexible delivery and SHL tools, you can mix 360s with our workshops, coaching, and psychometric testing to suit budget and outcomes.
Common myths about 360 degree feedback and reviews — busted
Myth 1: “They’re just a popularity contest.”
Reality: Good 360 degree feedback focuses on behaviours and observable examples, not like/dislike. Question design, anonymity and facilitated interpretation prevent ‘popularity’ bias.
Myth 2: “People will use it to get revenge.”
Reality: When run well, with clear guidelines, anonymity for raters and a focus on development, the process reduces retaliatory behaviour. Facilitated debriefs and coaching emphasise constructive use.
Myth 3: “It’s too expensive / takes too long.”
Reality: There are cost-effective options, and 360 feedback can be used as one component of a mix-and-match leadership development programme. Short cycles and targeted questionnaires keep time and cost down while delivering high impact.
Myth 4: “It’s only for fixing problems.”
Reality: The best use is strengths-based development. 360 feedback helps high-performers become even more effective, not just “fix” underperformance.
Myth 5: “The data sits in a report and collects dust.”
Reality: With a clear action plan, coaching support and follow-up checkpoints, 360 results become the basis for measurable development — not an unread PDF.
Ready to get started?
If you want a 360 degree feedback solution that’s practical, evidence-based and tailored to your leadership needs — and delivered using licensed SHL tools — we can help. Whether you’re building a cost-effective mix-and-match leadership programme, supporting a cohort of new managers, or designing a leadership pathway for high-potentials, we’ll help you turn feedback into measurable growth.
Contact us for a free 15-minute discovery chat to explore how 360 degree feedback can slot into your leadership development programme.
Frequently asked questions
What is 360 degree feedback?
360 degree feedback is a multi-source assessment system where a leader receives confidential input from managers, peers, direct reports, and sometimes customers, alongside a self-assessment. It highlights how leadership behaviours are perceived and identifies development priorities.
How is 360 degree feedback different from a performance review?
Performance reviews are typically manager-to-employee assessments focused on objectives and outcomes. 360 degree feedback aggregates multiple perspectives on behaviours and interpersonal impact — it complements performance reviews by adding breadth and behavioural insight.
Are 360 degree reviews anonymous?
Yes. To ensure candour, organisations often anonymise rater responses and set minimum rater counts per category. We use best-practice anonymity settings in SHL products to protect respondents and improve data quality.
How long does a 360 degree feedback process take?
A typical cycle (kick-off → collection → debrief) can be delivered in 4–6 weeks, depending on scale and availability. Shorter targeted cycles are also possible for time-sensitive projects.
Who should be rated in a 360?
Common groups include managers, team leaders, high-potentials and senior leaders. Rater groups usually consist of the person’s manager, several peers, several direct reports, and (optionally) external stakeholders.
What are the pitfalls of 360 degree feedback?
Common pitfalls include poor communication of purpose, insufficient anonymity, lack of coaching to interpret results, and using the tool punitively. Avoid these by setting clear developmental intent and providing facilitation or coaching.
Do 360 degree feedback tools measure personality or potential?
Most 360s focus on observable behaviours and competencies rather than personality traits. If you need potential or aptitude measures, these can be combined with other assessments — and because we use SHL tools, integration is straightforward.
Can 360 degree feedback be used remotely?
Absolutely. Modern 360 platforms, including SHL products, are designed for online administration and can work just as well for distributed or hybrid teams.
How much does 360 degree feedback cost?
Costs vary by scale, question length, reporting level and coaching required. A mix-and-match approach (e.g., targeted 360s plus group workshops) is a cost-effective way to get the benefits without a large one-off expenditure. Contact us for a tailored quote.
How do you make sure feedback is constructive, not destructive?
Design the questionnaire on behaviours (not personalities), use open-ended prompts for examples, ensure anonymity where appropriate, and always follow up results with a debrief and coaching to focus on development.
How often should organisations run 360 degree feedback?
Many organisations run a full cycle annually or bi-annually for development groups. For onboarding or targeted interventions, short-check 360s at 6 or 12 months are common.
What happens after a 360 degree review?
The most valuable step is action planning: prioritising 1–3 development goals, linking them to measurable actions, and using coaching, mentoring or targeted training to support change. Follow-ups or repeat 360s measure progress.
Do you use ready-made tools?
Yes, we are licenced to use SHL’s 360 degree feedback tools, and psychometric assessments.
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