360 Feedback Questions for Executives

19 ready-to-use questions, example comments and tips — plus a free tool that runs the survey and writes the AI report for you.

Senior leaders get the least honest feedback in most organisations: the higher the role, the more people filter what they say. An anonymous 360 cuts through that. The questions below focus on what only an executive can do: set direction, make hard calls, shape culture and earn the trust of the board, the leadership team and the wider company.

Use these questions in a free 360 →

Vision and strategy

  1. How clearly does this leader communicate where the organisation is going and why?
  2. How well do they translate strategy into a small number of clear priorities?
  3. How effectively do they anticipate changes in the market or environment?
  4. How well do they balance short-term results with long-term health?

Decision-making

  1. How well does this leader make timely decisions with incomplete information?
  2. How openly do they invite challenge before deciding?
  3. How clearly do they explain the reasoning behind difficult decisions?
  4. How willing are they to change course when the evidence changes?

Culture and people

  1. How consistently does this leader model the values they ask of others?
  2. How well do they develop the leaders who report to them?
  3. How safe do people feel raising bad news with this leader?
  4. How visible and approachable are they beyond their direct team?

Stakeholders and alignment

  1. How effectively does this leader build alignment across the leadership team?
  2. How well do they manage relationships with the board, investors or owners?
  3. How well do they resolve conflicts between functions or priorities?

Open-ended questions

  1. What is the most valuable thing this leader brings to the organisation?
  2. What should they start doing to be more effective in the next 12 months?
  3. What do people hesitate to tell this leader?
  4. Describe a decision of theirs that had a strong impact, good or bad.

Example feedback comments

Good comments are specific, describe behaviour rather than personality, and explain the impact. A few examples:

Not sure your feedback is fair and specific? Paste it into our free feedback bias checker.

Tips for a useful 360

  • Anonymity matters most at the top: invite at least 6–8 reviewers and never show results for groups smaller than 3.
  • Include direct reports, peers on the leadership team and, where possible, a board member or investor.
  • Debrief the results with a coach or a trusted HR partner, not alone.

Frequently asked questions

Who should give 360 feedback to a CEO or executive?

Their direct reports, other members of the leadership team, and where appropriate the board chair or a key investor. Some organisations add a few skip-level employees for a view of the wider culture.

How often should executives do a 360?

Once a year is common, with a lighter check-in after six months to track progress on one or two focus areas.

Run this 360 for free in 5 minutes

Answer your self-assessment and get an instant AI report. Then invite colleagues by link — no accounts, anonymous by default.

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More 360 feedback questions