360 Degree Feedback for Leaders
Why 360 Degree Feedback?
360-degree feedback offers leaders a comprehensive and balanced view of their performance by gathering input from a variety of sources, including peers, direct reports, and supervisors. This multi-perspective approach helps leaders identify blind spots, validate strengths, and uncover areas for development that might not surface through traditional evaluations. It fosters self-awareness, encourages continuous improvement, and promotes a culture of openness and accountability. Additionally, when used constructively, 360-degree feedback can enhance communication, strengthen relationships within teams, and align leadership behaviours with organisational values and goals.
GFB 360 for Leaders
The GFB 360 Feedback Survey for Leaders, built on the Schroder Framework of High Performance, is a robust tool designed to enhance leadership effectiveness through comprehensive, multi-source feedback. This survey evaluates managers against 11 key behaviours identified by the Schroder Framework, which are linked to high performance across various industries and leadership levels. These behaviours span cognitive, interpersonal, directional, and achievement dimensions, each assessed across five levels of proficiency—from ineffective to inspirational use. The survey includes 66 behavioural statements and open-ended questions, providing both quantitative ratings and qualitative insights. By highlighting strengths and development areas, the GFB 360 tool supports self-awareness, targeted growth, and the cultivation of a high-performance culture within organisations .
360 not right for your team?
If 360-degree feedback isn't suitable for an organisation or team—perhaps due to cultural readiness, confidentiality concerns, or logistical constraints—the GFB Self-Assessment Tool MyStrength, offers a valuable alternative. Grounded in the Schroder Framework of High Performance, this tool enables individuals to assess their own leadership behaviours across the same 11 dimensions without requiring external input. Despite being a self-assessment, it remains robust and insightful, as responses are normed against GFB’s extensive data sample, providing meaningful benchmarks and developmental insights. This allows leaders to reflect on their behavioural effectiveness in a structured, evidence-based way, supporting growth and performance even in environments where multi-rater feedback isn't feasible.