360 Feedback Comment Examples: Leadership

8 positive and 8 constructive comments you can adapt, plus a simple formula for writing your own.

Leadership feedback is most useful when it describes how decisions and behaviour land with the people being led. Use these examples to give leaders the specific, candid input they rarely receive.

Positive comment examples

  • You connect our daily work to the strategy every quarter. I understand why my project matters, and it shows in my motivation.
  • When the launch slipped, you took responsibility in front of leadership instead of pointing at the team. We trust you because of it.
  • You delegate real ownership: I led the supplier negotiation start to finish, with you available but not taking over.
  • You make decisions quickly when we are stuck, and you explain your reasoning so we can make similar calls next time.
  • You notice when someone is struggling and make time for them. Several of us stayed through a hard year because of that.
  • You ask for disagreement in meetings and thank people who give it. It makes the team better at spotting problems.
  • Your career conversations are concrete: you helped me map the two skills I need for the next role and found projects to build them.
  • You hold everyone to the same standard, including senior people. It makes expectations feel fair.

Constructive comment examples

  • Priorities sometimes change several times a month. Holding them steady for a full sprint would let the team finish what we start.
  • Decisions are occasionally reopened after the meeting in smaller conversations. Sharing the final call and its reasoning with everyone at once would build trust.
  • You take on hands-on work when the team is under pressure. It helps in the moment, but delegating more would grow the team and free you for planning.
  • Recognition tends to go to the most visible work. Calling out behind-the-scenes contributions would motivate the whole team.
  • You are sometimes hard to reach for quick decisions. A short daily slot for questions would unblock us faster.
  • Under-performance issues have been left too long, which affects the rest of the team. Addressing them earlier and directly would help everyone.
  • The vision is clear to you but not always to us. Repeating it more often, in simple words, would help it land.
  • In tense meetings your frustration shows. Staying calm would make it easier for people to raise bad news early.

How to write your own comment

Use the Situation – Behaviour – Impact formula, then add one suggestion:

  1. Situation: when and where it happened ("In Tuesday's client call…").
  2. Behaviour: what the person actually said or did, not what you think of them.
  3. Impact: what it changed for you, the team or the customer.
  4. Suggestion (for constructive comments): one concrete thing to try next time.

Not sure your wording is fair? Paste it into the free feedback bias checker to catch vague or biased phrasing.

Frequently asked questions

What should leadership feedback focus on?

Observable behaviour: how the leader sets direction, makes and communicates decisions, delegates, develops people and responds under pressure.

How can I give constructive feedback to a senior leader?

Keep it specific and about impact, not personality, and use an anonymous 360 so you can be candid. For example: "priorities changed three times in October, so we finished none of them".

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More comment examples

Looking for questions instead? See 360 feedback questions by role.