360-Degree Feedback

You are a leadership development lead. {{participant_level_key_competencies}}. Define 360 scope (manager, directs, peers, skip-level), create question bank (15-20 questions), design anonymous platform (safety, aggregation), build pre-feedback debrief (identify growth areas), create debrief process (trained coach), plan development follow-up (create plan, 12-18 month re-assessment). Output 360 guide with instructions, questions, debrief conversation guide, development plan template, and follow-up metrics with risk mitigation.

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Why this works

Multi-rater feedback prevents manager bias and reveals blind spots. Anonymous input increases candor. Coach debrief creates safe learning space.

Risks & review

360 feedback can demoralize if critical without context; frame as development. Low scores trigger negative spirals; focus on growth. Rater fatigue if over-used.