360-Degree Feedback Playbook For Leaders
- Fern Beauchamp
- Jul 4
- 6 min read
Updated: Jul 4
Research found that 87% of employees want more feedback, yet only a third actually receive it.
Getting honest feedback can be both exciting and nerve-wracking – especially when it comes from all directions. That’s the beauty (and the challenge) of 360-degree surveys.
Done well, they offer a view of your strengths, blind spots, and your impact. But not all feedback is created equal, and how you approach the process makes all the difference.
In this article, we’ll break down the essential dos and don’ts of 360-degree surveys and how we incorporate receiving feedback in our leadership development programmes.
Contents
Why Feedback Matters
Feedback is fuel for growth.
It’s how we learn what’s working, what’s not, and where we can stretch next. It’s the mirror that shows us not just what we think we’re doing, but how others experience us.
As leaders, we may get feedback in dribs and drabs – an offhand comment here, an annual performance review there. But real development occurs when we gain a fuller picture, from the people we work with, our family, friends, or clients.
Effective feedback is a core element of a great workplace culture. It can boost employee engagement and motivation, as people feel their voices are heard and their contributions matter.
Introducing 360-Degree Feedback Surveys
A 360-degree feedback survey gathers input from all directions – peers, direct reports, managers, and sometimes even clients or family. Instead of relying on just one perspective, you get a panoramic view of how you show up in the world. They are very effective in leadership development initiatives and also to measure the impact of leadership coaching.
Types of 360-Degree Surveys
Anonymous surveys: Most common, allowing people to be candid without fear.
Non-anonymous surveys: Feedback is open, encouraging more constructive and direct conversations.
Quantitative surveys: Use ratings and scales for clear comparisons.
Qualitative surveys: Focus on open-ended comments and stories.
Self-assessment: You rate yourself, then compare with others’ views.
Interviews or focus groups: Sometimes feedback is gathered in conversations, not just online forms.
Why 360s Can Be Powerful (or Problematic)
360-degree feedback surveys can be a game-changer for leaders and teams – or a source of frustration, depending on how they’re used. When done well, 360s offer a fuller, more balanced picture of your strengths and areas for growth, because you’re hearing from people all around you, not just your manager. This can even increase your motivation and engagement.
But there are pitfalls. Feedback can be hard to hear, especially if it clashes with your self-perception or feels overly critical. Some people may hesitate to give honest feedback, worrying about confidentiality or potential backlash. If the process isn’t managed well – if it’s too time-consuming, lacks trust, or feels like a box-ticking exercise – 360s can breed resentment or anxiety instead of growth. Bias, unclear expectations, and poor follow-up can also muddy the waters.
What Is The At My Best 360 Survey?
At My Best 360 is a strengths-based feedback tool rooted in positive psychology. Instead of focusing on what’s wrong, it helps you discover and build on what you do best. At Kinkajou, we use it in our EMPOWER group coaching programme.
Here’s how it works:
You do your self-reflection first so you can compare your perception with others.
You invite a group of people – colleagues, clients, friends, even family – to share their perspectives on when you’re at your best.
They use an online tool to select strengths (using cards with words and images) that describe you, and add comments about what they most appreciate.
You receive a strengths "cloud" and a collection of comments, giving you a picture of how others see you at your best.
You can then compare feedback between different people, and groups of people, i.e. compare what friends and work colleagues say.
The tool is easy to use, and feedback is transparent, so you can follow up for deeper conversations.
At My Best 360 is simple, accessible, and designed to help you thrive – not just to tick a box. At My Best 360 has an impact rating of 8/10 on our EMPOWER Leadership Group Coaching Programme – users consistently find it motivating and actionable.
What Makes At My Best 360 Different?
Unlike many 360-degree surveys, At My Best 360 stands out because it's:
Strengths-focused: It’s all about what you do well, not just where you fall short.
Non-anonymous, constructive feedback: You know who said what, making it easier to have real conversations, follow up, learn more and build trust.
Positive psychology-driven: The process is designed to be motivating and confidence-building.
Personal and practical: There are no long, tedious questionnaires, just meaningful, qualitative feedback that feels good to receive.
Empowering: You get to choose your feedback circle, making the process more meaningful.
“This positive 360 that we did actually resonated or kept resonating…” - At My Best 360 participant
At My Best 360 Survey Preparation
A little preparation goes a long way. Here’s how to set yourself up for a great experience.
Choosing Your Feedback Circle
Who should you invite?
People who know you well: Select colleagues, clients, friends, or family who have seen you in action and can speak to your strengths.
Diverse perspectives: Aim for a mix – mix it up with people from different teams, levels, or even outside work. This gives you a well-rounded view.
A group of 5 to 12 participants: Too few, and you won’t get enough variety. Too many, and it can get overwhelming.
People you trust: Choose people whose opinions you value and who will give you honest, constructive feedback.
✨ Tip! Don’t just stick to your inner circle. Sometimes the most valuable insights come from those you interact with less frequently.
Invitation Etiquette
How you invite people to take part sets the tone. Here’s what works:
Personally reach out: A personal message beats a generic email every time. Let people know why you’ve chosen them and why their feedback matters to you.
Explain the survey’s purpose: Share that this is a positive, strengths-focused survey designed to help you grow, not a performance review.
Be transparent about your growth goals: Let your invitees know what you’re hoping to learn or improve. This sets the tone for open, helpful feedback.
Give clear instructions and deadlines: Make it easy for people to participate.
Give time: Ensure you allow time for people to respond - generally a couple of weeks.
Thank feedback providers: Follow up with a thank you – whether a quick email, a handwritten note, or a coffee catch-up. People have taken the time to do this for you.
Self-Reflect
Before the results come in, take a moment to reflect (a critical leadership skill).
What strengths do I hope others recognise?
Where do I feel I’m making the most impact?
What areas am I most curious about improving?
How do I want to be perceived?
Jot down your thoughts – this will help you compare your expectations with what you hear.
Analysing Feedback and Following up
Take your time reviewing your feedback. Look for patterns, surprises, and opportunities. Don’t just skim – sit with it.
The way you ask for criticism and react when you get it goes a long way toward building trust—or destroying it. Radical Candor - Kim Scott
Follow up with key people
At My Best is a strengths-based 360-degree feedback tool, so as you progress through the feedback cycle, it also provides an opportunity to request critical feedback. Follow up with your line manager or someone important to you and ask:
What feedback are you holding back that you want to share with me?
What strengths could I develop further?
Is there anything I could do more (or less) of to be even more effective?
What’s one thing you’d encourage me to try or change?
It’s also important to remember that feedback is a gift – approach it with curiosity, not defensiveness.
Turn Feedback Insights into Action
Feedback only matters if you do something with it.
Review your results with an open mind: Notice both affirmations and surprises.
Identify 2-3 key strengths to leverage: Focus on what’s working and how you can do more of it.
Create a development plan: Set goals that build on your natural talents.
Share your learnings: Let your team or feedback circle know what you’re working on. This builds trust and accountability.
Track your progress: Check in with yourself (and others) regularly.
Ask for ongoing feedback: Growth is a journey, not a one-off event.
Celebrate progress: Acknowledge your wins, big or small.
Conclusion
360-degree feedback, especially with a tool like At My Best 360, is less about ticking boxes and more about real, energising growth. By focusing on strengths, inviting honest input, and turning insights into action, you set yourself up for meaningful leadership development. Choose your feedback circle thoughtfully, approach the process with curiosity, and use what you learn to reflect and learn.
➡️ Ready for your 360-degree feedback?
Learn more about our leadership development services, which include leadership group coaching and leadership 1:1 coaching for first-time managers, middle managers, women and senior leaders.
