Why 360 feedback matters

Most leadership teams operate with gaps in feedback. People hold back – sometimes out of politeness, sometimes because they don’t know how to share it.

A 360‑degree feedback process creates a safe, structured way to gather open, anonymous input. Leaders discover how they are perceived by colleagues, what they are doing well, and where there is room to grow.

For leadership teams, doing this together helps normalise feedback, builds psychological safety and encourages a culture of openness.
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For CEOs, it is one of the few ways to get candid input on your leadership – the higher up you go, the harder it is to get an honest answer.

When to use 360‑degree feedback

I’ve helped leadership teams use 360‑degree leadership feedback to spark change, unlock potential and create high‑performing teams.
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Feedback handled well builds trust, opens dialogue and drives meaningful improvement. Use it to help with:

I handle all the organisation, setup and administration so you don’t have to.
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From designing the surveys and managing the timelines to compiling reports and scheduling debrief sessions, the process runs smoothly in the background.
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You and your team can focus on the conversations and the learning – without getting bogged down in logistics.