Leadership 360 degree feedback, ready for the appraisal table
Gather honest ratings from the people who see you lead every day - your manager, your peers and your direct reports - and get a report that says what to do next, not just what the scores were.
- Questions
- 40
- Reviewer time
- 8-10 mins
- Typical cadence
- Annually, or at the start and end of a development programme
What this assessment is for
Most leadership feedback arrives once a year, filtered through one person's opinion. A 360 puts four perspectives side by side, shows where your self-rating and everyone else's part company, and turns that into development actions you can take into your next review.
Our flagship 360. 20 or 40 behavioural questions across 12-16 themes, rated by the person, their manager, peers and direct reports, with a Johari view and an AI coaching narrative.
Who does what
You, as a leader or manager.
You rate yourself, then your manager, peers and direct reports rate you anonymously.
Appraisals, promotions, or the start and end of a leadership programme.
Reviewers: Self, manager, peers and direct reports - 6 to 10 reviewers works best.
What it measures
40 statements across 16 themes, each rated on a 1 to 5 scale.
Leadership & people management
Setting direction, managing people, performance and talent.
Communication & presentation
Communicating clearly across audiences and media.
Data, analysis & decisions
Using data and analysis to make sound decisions.
Project & change management
Leading projects and change to deliver outcomes.
Financial & resource management
Managing budgets, costs and resources well.
Stakeholder relationships
Building, influencing and maintaining relationships.
Coaching & development
Growing capability in self and the team.
Regulation, ethics & EDI
Applying law, policy, ethics and inclusion.
Sustainability & responsibility
Acting responsibly on social, environmental and economic impact.
Risk & business continuity
Identifying risk and keeping critical functions running.
IT, digital & AI
Using digital tools and emerging technology.
Strategy & operational planning
Aligning operations with strategy and future direction.
Strategic leadership & vision
Sets direction, anticipates the future and designs the org to deliver.
Executive communication & influence
Communicates with credibility across board, external and internal audiences.
Financial & commercial acumen
Owns P&L, allocates capital and drives commercial growth.
Governance, ethics & risk at scale
Works with governance, escalates risk and leads through crisis.
- Sets clear goals and accountabilities for people and teams.
- Supports an inclusive culture and treats people fairly.
- Communicates information to stakeholders using the right media.
- Analyses performance data to spot areas to improve.
- Evaluates the impact of plans and projects to guide decisions.
- Manages projects to deliver within budget and resource.
A sample of the 40 statements included.
Inside your report
What you get when the responses are in
- Scores by theme, question and reviewer group (manager, peer, direct report)
- Self-awareness and agreement gaps - your blind spots and hidden strengths
- Johari window view of what is known, hidden and unseen
- Written comments grouped by reviewer type - peer and direct report comments are only broken out once three or more have responded
- Development actions written against the themes that scored lowest
When to run it
- Annual appraisal or performance review evidence
- Before and after a leadership or management development programme
- Promotion readiness for a team lead stepping up
- New manager baseline in the first six months
- Succession planning and talent reviews
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £30
- Typical cost avoided
- £8,000+
- Break-even
- One 360 costs less than half a day of executive coaching.
Including VAT, per assessment.
Typical cost of an external leadership audit
- External leadership assessment and coaching packages commonly run from £3,000 to £8,000 per manager.
- Poor management is the most cited reason UK employees leave, and replacing one experienced team member costs 16% to 20% of their salary (CIPD).
- A manager's blind spots multiply across everyone reporting to them, so the return scales with team size.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £30 including VAT, or use 6 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
How many reviewers do I need for a 360?
Six to ten works best: your manager, three or four peers and two or three direct reports. Reviewer groups with fewer than three people are merged in the report so nobody can be identified.
Is 360 feedback anonymous?
Peers and direct reports, yes. Their scores and comments are grouped by reviewer type, and any group with fewer than three responses is merged into "other colleagues". Your manager's feedback is not anonymous - it is shown as its own group, so treat it as named. Your self-ratings are shown as yours.
How much does a leadership 360 cost?
£30 including VAT for an individual, or 6 credits if your organisation holds a credit wallet.
How long does it take reviewers?
Around 8 to 10 minutes. There is no account to create - they tap the link in their email and rate behaviours on a 1 to 5 scale.
What framework are the questions based on?
The Operations Manager Level 5 occupational standard, with 52 knowledge, skills and behaviour statements across 12 to 16 themes and four seniority levels.
Other 360 feedback options
Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£30 including VAT, or through your organisation's credit wallet.