360 Feedback

In Short

Gather perception data from peers, reports and managers to build self-awareness
Best for: Multi-rater feedback instruments
360 Feedback is a structured tool for coaching and facilitation. Gather perception data from peers, reports and managers to build self-awareness. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: Multi-rater feedback instruments
Expected outcomes:
- Improved ability to gather perception data from peers, reports and managers to build self-awareness
- Improved capacity to or HR nominates raters: self, manager, direct reports, peers
- A concrete action or development plan to take forward from the 360 Feedback process

In Detail

360 Feedback is a diagnostic instrument designed to help coaches, leaders, and facilitators gather perception data from peers, reports and managers to build self-awareness. It sits within the category of Multi-rater feedback instruments, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, 360 Feedback is delivered as a 6-step process. The process begins by select a validated 360 instrument appropriate for the role level. The session closes by participant builds a development plan around the priority themes. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

360 Feedback is particularly valuable when objective data is needed to anchor a coaching conversation. Assessments reduce the risk of coaching being driven solely by the coachee's self-perception, introducing external reference points that open up new lines of inquiry and development.

How to Use

1. Select a validated 360 instrument appropriate for the role level. 2. Coach or HR nominates raters: self, manager, direct reports, peers. 3. Raters complete the questionnaire confidentially. 4. Reports are generated and given to the participant with a coaching debrief. 5. Coach helps participant identify 2-3 key themes, especially gaps between self-perception and others' ratings. 6. Participant builds a development plan around the priority themes.

Pros and Cons

Pros	Cons
Provides objective, data-driven insights that reduce reliance on self-perception alone Creates a concrete baseline for measuring development progress over time Gives the coachee language and evidence to discuss development needs with stakeholders	Requires validated instruments and trained practitioners to administer and interpret correctly Results can be threatening or demoralising if not framed carefully by the coach Data reflects a point-in-time snapshot and may become outdated as context changes

Created by Various (originated in WWII military; popularised by CCL, PDI, Korn Ferry)

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching	✓
Leadership Development	✓
Facilitation / Workshop	✓
Online / Virtual

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