Leadership 360 Feedback Questions

20 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 rarely get candid feedback — the higher you go, the more filtered it becomes. A well-designed leadership 360 surfaces how your vision, decisions and behaviour actually land across the organisation.

Use these questions in a free 360 →

Vision and strategy

  1. How clearly does this leader articulate where the organisation is going?
  2. How well do they translate strategy into concrete priorities?
  3. How effectively do they anticipate change in the market or organisation?
  4. How well do they balance short-term results with long-term health?

Decision-making

  1. How timely are this leader's decisions?
  2. How well do they seek diverse input before deciding?
  3. How transparent are they about the reasons behind decisions?
  4. How willing are they to change course when the evidence changes?

Influence and communication

  1. How inspiring is this leader when communicating to large groups?
  2. How effectively do they build alliances across functions?
  3. How well do they handle difficult conversations with stakeholders?
  4. How accessible are they to people at all levels?

Culture and people

  1. How well does this leader model the values they expect from others?
  2. How effectively do they develop the next generation of leaders?
  3. How well do they create an environment where people speak up?
  4. How fairly do they hold others accountable?

Open-ended questions

  1. What is this leader's biggest strength, and how could they use it more?
  2. What is one behaviour that limits their impact?
  3. What do people say about this leader when they are not in the room?
  4. What should they focus on in the next 12 months?

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

  • Assure anonymity explicitly — candour drops when senior leaders review senior leaders.
  • Include a few reviewers two levels down: they see how messages cascade.
  • Debrief with a coach or trusted peer before acting on the results.

Frequently asked questions

What competencies should a leadership 360 measure?

Most leadership 360s cover vision, decision-making, communication and influence, people development, and role-modelling culture and values.

How often should executives do a 360?

Once a year is common, with a lighter pulse check 6 months later to see whether the agreed changes are noticeable.

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More 360 feedback questions