Honest, structured, anonymous.
360-degree leadership feedback for CEOs and senior teams. Honest, structured, anonymous input that raises self-awareness, improves leadership skills, and strengthens team performance. Run end-to-end by me, with everything administered, debriefed, and ready to act on.
A short call to scope the 360, decide who to include, and agree what you want to learn. No commitment.
Book a callPeople hold back. Sometimes out of politeness, sometimes because they don't know how to share it, sometimes because they have learned that raising it doesn't lead anywhere useful. A 360-degree feedback process creates a safe, structured way to gather open, anonymous input. Leaders discover how they are perceived, what they are doing well, and where the room to grow actually sits.
Doing it together normalises feedback as a routine practice rather than a special event. It builds psychological safety, surfaces the patterns the team has stopped noticing, and creates a shared starting point for working on how the team operates as a unit.
It is one of the few ways to get genuinely candid input on your leadership. The higher up you go, the harder it becomes to get an honest answer. A 360 closes that gap with a process designed to make telling the truth structurally safer than staying quiet.
The full team variant, or a focused CEO version. Both run end-to-end with the same care for anonymity, the same level of debrief, and the same emphasis on turning the outcome into change.
A complete picture of how your leadership team sees each other, and themselves. Useful when the team's performance as a unit is the question, and individual development sits alongside it.
Confidential, focused feedback from your leadership team on how they experience your leadership. Useful at the point of a new appointment, ahead of a major initiative, or where the gap between intent and impact has started to matter.
We agree on the focus areas and the mix of raters. Peers, team members, stakeholders, depending on the question we're trying to answer. The survey or interview is built around the leadership context that actually applies.
Feedback is collected through a confidential survey, sometimes supported by one-to-one interviews. Anonymous, with structured questions and space for open-text responses. I handle the logistics.
Leaders receive a report, a private debrief session, and for team versions a facilitated workshop to discuss collective patterns and next steps. This is the stage where the data becomes change.
360 feedback works best when there is a real reason to do it, and a clear point at which the insights will be picked up and acted on. These are the moments where it genuinely earns its place.
From designing the surveys and managing the timelines, to compiling the reports and scheduling the debriefs, the process runs smoothly in the background. You and your team focus on the conversations and the learning, not the logistics.
James asked the right questions throughout the whole process, and our team found him very easy to work with. His input was impartial, insightful and extremely valuable.
A structured process where leaders receive confidential, anonymous input from colleagues, direct reports, and other stakeholders. It helps leaders understand how others actually experience their leadership, identify blind spots, and focus on areas for growth. I run 360 feedback programmes for individual executives, CEOs, and full leadership teams.
As leaders become more senior, honest feedback becomes harder to get. 360 feedback gives a safe, structured way to surface perceptions that often go unsaid. For teams, it normalises feedback and creates a culture of openness. For CEOs, it is one of the few ways to get meaningful insight from the people closest to them.
Three stages. Design: we agree the focus areas and the mix of raters. Gather: feedback is collected through a confidential survey, sometimes supported by one-to-one interviews. Debrief: leaders receive a report, a private debrief session, and for team versions a facilitated workshop to discuss collective patterns and next steps. This often links into executive coaching or leadership offsites to embed the insights.
Yes. All feedback is confidential and anonymised. This is what gives participants the confidence to be honest and constructive, which is what produces the insights worth acting on. Anonymity is not a polite gesture, it is the structural condition that makes the process work.
Costs vary depending on the number of participants, whether interviews are included, and whether we are working with an individual or a full leadership team. It is a premium service, designed for senior leaders who want clarity and a structured path for development. For a tailored proposal, get in touch and I'll recommend the right approach for your goals.
Before designing anything, we talk about why you want to do this, what would count as a useful answer, and who needs to be involved. From there we shape the process.
