Using 360 feedback for leadership development: A complete guide

For businesses to succeed, they need to be powered by motivated employees. And for those employees to be motivated and engaged, they need to be guided by great leaders.

Exceptional leaders inspire their teams, drive innovation and ensure business goals are met. But what sets good leaders apart is their commitment to growth — an intentional journey of self-awareness, feedback and continuous learning.

Expectations for leadership are continually evolving, and organisations are increasingly turning to 360 feedback as a means of enhancing leadership development. This guide explores how 360 feedback can drive meaningful leadership growth, covering its benefits, actionable tips for implementation and strategies to overcome common challenges.

Related: What is 360 feedback?

Why 360 feedback can do wonders for leadership development

Leadership development isn’t a “one and done” initiative. It requires a tailored approach that considers each leader’s unique strengths, blind spots and growth opportunities. This is where 360 feedback can work its magic.

Unlike traditional top-down feedback, 360 feedback gathers input from multiple sources, providing a more nuanced, balanced and comprehensive view of a leader’s behaviours, performance and impact on others.

So what makes 360 feedback so effective? Put very simply, it works to highlight behaviours that a leader might not have noticed (or ever would have noticed) on their own. For instance, a leader may perceive themselves as highly approachable, but their team may feel hesitant to raise concerns. Feedback like this bridges the gap between perception and reality, allowing leaders to make meaningful, effective changes in their leadership style.

By putting in measures that gradually increase a leader’s self-awareness, accountability and alignment with organisational goals, 360 feedback creates a clear roadmap for leadership development.

5 Core benefits of 360 feedback for leaders

The value of 360 feedback extends beyond individual insights — it also strengthens teams and organisations. Here are the standout advantages:

1. Improved self-awareness

If you want to be a good leader, you need to be self-aware. Leaders who understand their strengths and limitations are better equipped to navigate challenges, communicate effectively and inspire their teams.

360 feedback uncovers blind spots by highlighting discrepancies between how leaders see themselves and how others see them. For example, a leader may feel confident in their decision-making but discover that colleagues perceive them as dismissive of alternative perspectives. Armed with this knowledge, they can make conscious efforts to adapt their behaviour and improve upon their abilities.

2. Clear developmental focus

Leaders often struggle to pinpoint what they need to improve. Generic advice like “be a better listener” isn’t actionable or specific, so the tendency might be to just disregard the feedback and move on. 

360 feedback provides concrete, targeted insights that help leaders focus on the behaviours and skills most relevant to their role. For instance, if a leader receives consistent feedback about struggling to delegate tasks, they can prioritise improving delegation techniques through coaching or training. Our 360 coaches work with leaders to make sure they are clear on what to improve and how, leading to quantifiable improvements over time.

3. Stronger relationships and trust

Leadership isn’t just about tasks and goals … it’s about people. Building strong relationships with their team is all-important for nurturing collaboration, engagement and loyalty.

When leaders actively seek and act on feedback, they show a degree of humility and a willingness to grow. This builds trust and strengthens their relationships, creating a positive ripple effect across the organisation.

4. Alignment with organisational strategy

As we’ve discussed, leaders are key to driving organisational success. However, if their behaviours and priorities don’t align with the organisation’s goals, progress stalls — and so do profits.

360 feedback ensures that a leader’s development aligns with the company’s strategic objectives. For example, if an organisation values innovation, feedback can assess whether a leader encourages creativity and supports risk-taking within their team.

5. A culture of continuous improvement

By embedding 360 feedback into leadership development, organisations create a culture where growth is valued at every level. Leaders model the behaviours they wish to see, inspiring their teams to embrace feedback and development as well.

Read further: 12 Advantages of 360 Feedback

Setting leaders up for success: best practices for 360 feedback

While 360 feedback is a powerful tool, its effectiveness depends on how it’s designed and delivered. 

Here’s how to maximise its impact:

Focus on the purpose first

Before launching a 360 feedback initiative, clarify its purpose. Are you using it to inform a leader’s development plan? Evaluate readiness for a new role? Enhance team dynamics?

Having a clear objective ensures the process is focused, relevant and aligned with broader organisational goals.

Involve the right people

The success of 360 feedback hangs on selecting the right respondents. Choose individuals who interact with the leader regularly and can offer meaningful, specific insights.

Include a mix of:

• Colleagues: For insights on collaboration and teamwork
• Those in the leader’s team: For feedback on leadership style and communication
• Managers: For a high-level perspective on strategic alignment and impact

Encourage diversity among respondents to capture a well-rounded view of the leader’s behaviours.

Use reliable tools

Invest in a 360 feedback platform that prioritises ease of use, confidentiality and actionable reporting. High-quality tools not only streamline the process but also drastically improves the quality of the feedback provided.

Confidentiality for both candidates and raters is particularly important. Leaders are more likely to receive honest and constructive feedback when raters (respondents) feel their input is anonymous and protected.

Provide clear guidance

Many people are unfamiliar with giving constructive feedback, and some employees might even feel scared to offer their leaders constructive criticism. Rather than thinking of it as second-nature, think of feedback as something you need to train people to do, if you want them to do it well. Equip respondents with guidelines to ensure their comments are specific, balanced and actionable.

For example:

• Unhelpful feedback: “They’re not a good communicator.”
• Helpful feedback: “In meetings, they sometimes interrupt others. Encouraging more open discussions could strengthen team engagement.”

Training respondents to frame feedback constructively ensures the process is productive and supportive. For inspiration, check out our guide: 360 feedback for managers: how to give it.

Deliver feedback sensitively

Receiving feedback — especially constructive criticism — can be intimidating. With this in mind, feedback should be presented in a way that emphasises growth, not judgement.

One-on-one coaching sessions are ideal for unpacking 360 feedback results. A skilled coach can help leaders process the insights, identify key takeaways and develop an action plan.

Align with broader development goals

360 feedback is most impactful when integrated into a broader leadership development programme. Pair feedback with initiatives such as:

• Leadership coaching
• E-learning modules
• Skills workshops
• Peer mentoring

This holistic approach ensures leaders have the support and resources required to act on their feedback effectively.

Overcoming challenges in 360 feedback implementation

While 360 feedback offers a great deal of benefits, it’s not without challenges. Here’s how to address common obstacles:

• Resistance to feedback: Some leaders may feel defensive or overwhelmed when confronted with feedback on their leadership style — it’s natural and normal. Frame the process as a tool for growth rather than criticism and reassure them that the goal is to support their development. If you’ve nurtured a culture of psychological safety, this will be an easier task than if leaders feel continuously on the defence.
• Biased or incomplete feedback: Prevent this by selecting diverse respondents and providing clear guidance on how to give constructive feedback.
• Lack of follow-up: As with employee surveys, 360 feedback is only valuable if acted upon. Establish a clear plan for follow-up, such as setting specific development goals or scheduling regular check-ins with a coach.

The long-term impact of 360 feedback

Effective leadership isn’t built overnight, and 360 feedback certainly isn’t a quick fix — it’s a long-term strategic investment. When implemented thoughtfully, it can transform not only individual leaders but also organisational culture and performance.

As leaders grow, their teams follow suit. Employees feel more supported, communication improves and the organisation as a whole becomes more cohesive. Over time, this positions your organisation as a workplace where people want to work, grow and succeed.

360 feedback also builds resilience by encouraging leaders to adapt to changing challenges. Whether it’s navigating economic uncertainty or embracing new technologies, leaders equipped with self-awareness and a growth mindset are better prepared to succeed.

Leadership growth starts with listening. Our 360 feedback models are designed to help your organisation develop leaders who inspire, innovate and deliver results. 

Get in touch now for a no-obligation discussion to explore how we can help you build stronger, more self-aware leaders through tailored 360 feedback initiatives.