You know how you see yourself as a leader. But do you know how everyone else sees you?
That's the question 360 feedback answers.
What it is
360 feedback is a way of collecting anonymous input on your leadership from the people around you: your peers, the people who report to you, and the people you report to. It's called "360" because the feedback comes from every direction, not just from your boss.
You also rate yourself. The value is in comparing the two.
How it works
- You rate yourself on a set of leadership competencies.
- You invite raters from across your working relationships. More raters from more groups give a fuller, fairer picture.
- Raters answer anonymously. This is what makes the feedback honest. People say what they really think when they know it can't be traced back to them.
- You get a report showing your strengths, your development areas, and where your view of yourself differs from how others see you.
Why it's different from a performance review
A performance review usually comes from one person, once a year, and it's often tied to pay or promotion. That makes it cautious.
360 feedback is about development, not judgement. It draws on many perspectives, so no single opinion dominates. It focuses on how you lead day to day, not just what you delivered.
The real value: perception gaps
Most leaders have areas where they rate themselves higher than others do, and some where they undersell themselves. These are perception gaps, and they're where the most useful insights live.
Think you're a clear communicator, but your team rates you lower? That's worth knowing. Rate yourself as average at developing people, but your team loves how you support them? That's a strength you can lean into.
You can't fix what you can't see.
Who it's for
360 feedback isn't just for senior executives at big companies. It's useful for:
- New leaders building good habits early
- Experienced leaders who want to check they haven't drifted
- Leaders preparing for a step up and wanting to know where to focus
- Coaches who want solid data to start client engagements
What makes a good 360
Not all 360 tools are equal. Look for:
- A clear competency framework, so you're measured on things that matter
- Guaranteed anonymity, so raters feel safe being honest
- A report you can act on, not just a page of numbers
- Simplicity, so you're not stuck in enterprise software built for HR departments
How 360now does it
360now measures you across 12 leadership competencies. They sit in three groups: Self Leadership, People Leadership and Strategic Leadership. You get a clear report showing your strengths, your perception gaps and specific actions to improve, at a price that suits individuals and small teams, with no sales calls.
Where to start
Not ready for a full 360? Start by seeing how you rate yourself. The free Self360 takes five minutes and gives you a snapshot of your leadership strengths and growth areas. It's the first half of the picture. The other half comes from your raters.
