Give your leaders feedback their own team, peers and manager actually agree on.
360-degree leadership feedback tells a leader what their team, peers and manager consistently see, not just what one person thinks. We run the full cycle: framework design, confidential collection, coached debrief and development plan.
Why leaders are usually the last to hear the feedback that matters most
The more senior the leader, the less likely direct reports are to say the hard thing to their face.
Strong results can mask weak people-leadership
Business outcomes look fine even when the behavioral and emotional-intelligence side of leadership is genuinely lacking.
Single-source feedback is easy to dismiss
One manager's opinion is easy for a leader to write off as personality friction rather than a real pattern.
No structured way to close the loop
Even where feedback exists, it rarely turns into a concrete, tracked development plan.
Why this matters
Leaders are usually the last to hear the feedback that would help them most, because it's uncomfortable for direct reports to say to their face. A well-run 360-degree leadership feedback process creates a safe, structured channel for that feedback, and turns it into something actionable instead of just uncomfortable.
Research bodies like the Center for Creative Leadership have spent decades refining multi-rater assessment methodology precisely because self-perception and how a leader is actually experienced by their team are often two different things. It also protects against a common failure mode of informal feedback: recency bias, where a single recent incident colors how a leader is perceived, drowning out a longer pattern of strong performance. A structured, multi-rater process surfaces the pattern, not just the most recent data point. It also gives a leader something concrete to act on, rather than a vague sense that something needs to change without knowing exactly what.
Who this is for
You're preparing a leader for a bigger role and want a clear-eyed read on their current strengths and blind spots before you invest in the promotion.
You've had recurring team-friction complaints about a manager and single-source feedback hasn't been specific enough to act on.
You're building a structured leadership development program and want a consistent, repeatable way to baseline and re-measure your leaders over time. This pairs naturally with our Executive Leadership Coaching practice, where the debrief becomes the starting point for ongoing coaching.
What we do
Competency Framework Design
Build or adapt a feedback framework tied to the leadership behaviors that actually matter for your organization.
Confidential Multi-Rater Collection
Run the survey cycle across direct reports, peers and managers with full response confidentiality.
Coached Debrief & Development Plan
A trained coach walks each leader through their results and builds a specific, time-bound development plan.
How our 360-degree leadership feedback cycle runs
- Design. We agree the competency framework and rater groups. Direct reports, peers, manager and self. For each leader in the process.
- Collect. Raters complete a confidential survey; individual responses are never shared, only aggregated results by rater group.
- Debrief. A trained coach walks each leader through their results one-on-one, focusing on patterns across rater groups rather than any single comment.
- Plan. The leader leaves with a specific, time-bound development plan, and, where relevant, we continue supporting it through ongoing coaching.
Frequently asked questions
Is individual rater feedback ever shared with the leader?
No. Results are always aggregated by rater group. Direct reports, peers, manager. So no individual comment can be traced back to a specific person.
How many leaders do you need for this to be worthwhile?
We've run this for single executives ahead of a promotion decision and for entire leadership cohorts as part of a broader development program. Scope and pricing adjust accordingly.
Do you provide the survey tool, or do we need our own?
We handle the full cycle, including the survey instrument itself. Book a discovery call and we'll walk you through exactly how it works for your team.
How is pricing structured for 360-degree leadership feedback?
Pricing is quoted per leader assessed, with a lower per-head rate for larger cohorts. We confirm scope and give a fixed quote after a short call.
This assessment sits alongside our wider Workplace Assessments practice and our client outcomes across five countries.
Get leadership feedback your managers will actually act on
Tell us how many leaders you want assessed and we'll build a 360 process that produces a real development plan, not just a score.
Leadership behaviors measured with globally recognized tools, then coached. NLIC's leaders had strong business results but their leadership behaviors and emotional intelligence had never been objectively measured. We ran multiple assessments, delivered individual coaching, and built 30-60-90 action plans for each leader. See the full case →