The 360 Review in Leadership: How to Use 360 Feedback to Grow Better Leaders

A Practical Guide to Using 360 Review In Leadership For Growth

One of the best tools available within an organization to grow present and future leaders… or not?

A 360 review in leadership can be incredibly powerful, but only if used intentionally. 360s can be used for evaluations, self-awareness, coaching, leadership development, and team alignment. But in many organizations, they’ve begun to be used incorrectly—as tools for promotions or pay decisions. That’s where the trouble starts.

So let’s look at how to use this tool for the benefit of your people and your organization.

Understanding the Purpose of a 360 Review

While there may be some disagreement on how to properly utilize this tool, one thing is clear: you cannot roll out a 360 review casually and expect positive results. Without preparation, 360s can turn into a way for people to take anonymous shots at a coworker, rather than a structured process for growth.

The stage must be set—both for the organization and for the individual who will receive the review.

Why a 360 Review Works (and When It Doesn’t)

One of the strengths of a 360 is that it takes input from many sources:

• Peers

• Direct reports

• Supervisors

• Internal partners

• Sometimes even a few family/friends

But this is also its biggest weakness if reviewers aren’t properly trained. Introduce before you implement. Explain what 360s are, why you are using them, and how the results will help people grow—not punish them. That meeting starts building the one ingredient 360s absolutely depend on:

Trust — The Cornerstone of Every 360 Review

Both the individual and the reviewers must trust the process. The purpose isn’t to shame, punish, or rank people. The purpose is development.

Structuring a 360 for Maximum Impact

Every 360 should include categories such as:

• Communication

• Teamwork

• Leadership & relationships

• Motivation

• Listening skills

• Accountability

• Conflict resolution

And the two most important questions:

• What is this person’s greatest strength?

• What is their biggest opportunity for improvement?

These help guide the personal change that follows.

The Emotional Reality of a 360

A 360 review is EMOTIONAL. (It deserves the all caps.) People need a few days to process the results. After the initial emotional response, you can work together to create a shared growth plan with regular follow-up.

Because of the emotional nature of the process:

• 360s should not be used to determine pay.

• 360s should be used carefully for promotion decisions.

• 360s shine when used to groom future leaders and align teams.

When Done Well, 360s Are Transformational

We’ve seen people make huge breakthroughs—sometimes overnight—when they are ready for change and supported through a thoughtful 360 process.

Done properly, 360 reviews can:

• Accelerate leadership development

• Strengthen emotional intelligence

• Improve relationships

• Increase accountability

• Reveal blind spots

• Position future leaders

• Repair team dynamics

Done poorly, they can destroy trust.

Be careful with them—but don’t shy away. They are one of the most powerful tools in leadership development.

Ready to Bring 360 Reviews Into Your Organization?

If you want a tool that builds trust, accelerates growth, and helps future leaders see themselves clearly, explore the LIA 360° Leadership Assessment. It’s structured, practical, emotionally intelligent, and designed to create real breakthroughs—not fear.