Six months in as a senior manager or exec? That’s a big checkpoint. You’ve probably been busy setting direction, driving results, and navigating the fine balance between strategy and the day-to-day. But let’s be honest: the higher up you go, the harder it is to get the real story on how you’re doing.
That’s where 360 feedback comes in. Not the awkward, forced kind. The kind that helps you see your blind spots, double down on your strengths, and build trust with your team.
Here’s how to make it work for you - no corporate jargon, just real talk.
Why 360 Feedback Matters (Especially at the Top)
When you’re leading from the front, people often tell you what they think you want to hear. But you need the truth - what’s working, what’s not, and what’s getting in the way. 360 feedback helps you:
It’s not about being perfect. It’s about being the best version of yourself, for your team and the business.
7 Steps for Effective 360 Feedback
Step 1: Set the Stage - Be Open, Be Human
Start by explaining to your team and peers why the 360 feedback is essential. Try something like:
“I’ve been in this role for six months, and I want to keep getting better. I’d appreciate your honest feedback-what’s working, what could be better, and what I might be missing.”
When leaders show vulnerability, it creates a psychological safety that encourages others to be honest as well.
Step 2: Choose Your Feedback Circle
Don’t just ask your direct reports. Get a mix of voices:
Aim for 8–12 people. Enough for patterns to emerge, but not so many it gets unwieldy.
Executives are busy - and so are the people you’re asking. Keep it simple and confidential:
Sample Questions:
What’s one thing I’m doing well as a leader?
Where could I have a bigger positive impact?
What’s one thing I could do differently to help the team or business?
Where have I helped (or hindered) your work?
Anything else you want to share?
Step 4: Add “Feedforward” to the Mix
360 feedback is great, but feedforward is where the magic happens. Instead of just looking back, ask:
“What’s one thing you’d like to see me focus on or try in the next quarter?”
This keeps the conversation positive, forward-looking, and actionable.
Block out time to review the 360 feedback. Look for:
Pro tip: Share a summary with your team or stakeholders:
“Here’s what I heard. Here’s what I’m going to work on next.”
This is leadership in action - transparent, accountable, and growth-minded.
Step 6: Turn Insights into Action
Pick 2–3 areas to focus on. For each, define:
Step 7: Track Progress Without the Overwhelm
You don’t need a fancy dashboard - just a few practical checks:
1. Pulse Surveys
Send a quick follow-up survey after 6–8 weeks:
Have you noticed any changes in my leadership?
What’s one thing you’d still like to see more of?
2. Regular Check-Ins
Ask for feedback in your one-to-ones or team meetings: How am I doing on the things we discussed?
3. Self-Reflection
Take 10 minutes each week to jot down:
What went well?
What would I do differently?
What am I learning about myself as a leader?
4. Visible Outcomes
Look for real-world shifts:
Higher engagement scores?
Better cross-team collaboration?
More innovation or faster execution?
Improved morale?
Resources for Senior Leaders
Books:
“Thanks for the Feedback” by Douglas Stone & Sheila Heen
“Radical Candor” by Kim Scott
“The Fearless Organisation” by Amy Edmondson
Tools:
Google Forms (for quick surveys)
SurveyMonkey (for anonymity)
Feedforward exercise by Marshall Goldsmith
Podcasts:
“Coaching for Leaders”
“The Knowledge Project”
“Lead to Win”
Final Word: Progress Over Perfection
360 feedback isn’t about ticking boxes or aiming for flawless leadership. It’s about being open, curious, and continually striving for improvement. When your team sees you listening and acting on what you learn, you’ll earn trust, boost results, and set a powerful example.
Ready to see what you’re capable of? Invite the 360 feedback, embrace the discomfort, and keep growing. You’ve got this.
If you’re a business leader or executive who wants more than just fleeting success, let’s talk. I offer a complimentary 30-minute consultation to help you reconnect with your purpose, redefine what success means, and create a sustainable impact for yourself and your organisation.
Book your complimentary session today and start building a career (and life) that feels as good as it looks on paper.
Contact me at GetResults@MarkRussell.co.uk or call +44 (0) 20 8798 3433.
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If you are interested in performance coaching, try my free 20-minute introductory session. Please just contact me, and I’ll arrange a time and date to chat by phone or in person.
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Two other blogs linked to this article are The Arrival Fallacy: Why Success May Not Be Enough in Business and AI and Leadership: How to Thrive as a Leader in the Age of Artificial Intelligence.
Get in touch TODAY by email or call my office at +44 (0)20 8798 3433.
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