Download our free 360 feedback leadership questionnaire below. 

Imagine being gifted a set of information that gives you complete clarity on how your actions directly impact your results. Imagine the possibilities this could generate for you knowing this. How well informed could your decisions and approach be moving forward? The great news is this information is readily available to us all! This is the gift and power of feedback.

Let’s be honest though, even when reading the word feedback, I am sure some of you may already be starting to recoil. This can often be due to a negative experience you have had, or a negative perception of what feedback is. In fact, I am sure most of you have at some time or another, received ‘feedback’ that has been at best unhelpful and at worst crushing and destructive.

This happens because what tends to masquerade as feedback, is actually something very different. For example, people giving you their personal judgement, vague generalisation, opinion given as fact, or my personal (least) favourite, second hand feedback. The problem is that because none of these approaches specifically tells you what you actually did and what the impact of this is for the person involved, it is hard to be able to do anything with it.

The key to powerful feedback is to be specific about someone’s observable behaviour (what they do and say), the effect this has on you personally and the observable impact it has on others. To be able to make changes that will have a positive impact, we need to be able to adapt our behaviour. To do this we need to know the impact of our current behaviour. Therefore, gaining feedback – information about our behaviours and their effect, is the key.

A powerful way of receiving feedback is through the use of 360 feedback or full circle feedback. The idea is to collate feedback from a group of individuals, often those you work with closely or have a key interaction with, by recording their observations of your behaviour in certain key areas of focus.

The challenge with many 360 feedback tools though, is they look to record too much information, going into so much detail that they lose clarity and become impossible to use. Others don’t even focus on behaviours, instead encouraging you to score how well you think a person delivers a skill or capability, encouraging judgement and focus on outcomes, rather than giving specific information on the behaviour that delivers those outcomes.

Our solution is that we have designed our own 360 feedback tool that we believe gives you the best chance of gaining constructive feedback that you can work with, through keeping feedback focused, simple and practical and above all else stays focused on specific behaviours.

Here’s how we can help

To expand on the effectiveness of using the feedback,  we can help with:

• Collation of the 360 feedback into a report highlighting core themes.
• 1:1 review to discuss the feedback received and what this means for you. From this, identify where you are currently, be clear on where you need to be and define the actions that will get you to where you need to be.
• Integration of the 360 feedback as part of a leadership coaching programme.
• Team development programmes where team members receive and give feedback to each other using the 360 tool.
• A combination of the points highlighted above.

Our 360 feedback tool is free to use and can be downloaded here:

Kura Consulting 360 Feedback Leadership Questionnaire

1 file(s) 39.70 KB

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Instructions for administering the 360 feedback

If you are asking people to complete 360 feedback for yourself or are sponsoring the feedback from someone else, it needs to remain confidential. One way this could be achieved is by nominating a trusted colleague to receive the feedback. They can then forward on all the feedback, from their email address, ensuring anonymity.

Please get in touch, if you would like to discuss your requirements: Contact