360 Feedback

Most Leaders Want to Improve—But Don’t Know What to Change

Without honest feedback, even strong leaders can fall into blind spots. A 360-degree review gives them the insights they need to grow with confidence.

At Raleigh Consulting Group, we use 360 Feedback to help leaders see how they’re really showing up—then support them in building the behaviors that matter most.

1
Gather Honest, Actionable Feedback
We survey a leader’s manager, peers, direct reports, and others to create a full-circle view of their leadership. The process is confidential and respectful—and builds trust, not fear.
2
Decode the Data Together
In a private coaching session, we walk through the feedback to identify themes, surface blind spots, and clarify strengths.
3
Turn Insight into Leadership Growth
We work with each leader to build a focused development plan—so the feedback leads to real change, not just a report.

The Result?
Leaders who are more self-aware, better equipped to lead others, and respected for their willingness to grow.

You Want Better Leaders—But They Need Better Feedback
Too many leaders don’t know what’s really working—or what’s holding them back—because no one tells them.
At Raleigh Consulting Group, we’ve delivered 360-degree feedback to thousands of managers across public and private sectors. We help your leaders hear the truth—with clarity, compassion, and a plan to grow.
⚠️The Problem
  • Promotions don’t come with instruction manuals.
  • Leaders often don’t know how others experience their communication, decision-making, or leadership style.
💸The Cost
  • Without feedback, blind spots grow.
  • Team morale slips.
  • Performance plateaus.
  • Talented people leave.
✅The Solution
Our 360-degree feedback process shows leaders what to do differently. We help them grow from the inside out—with data, coaching, and a development plan.
How It Works
1
Collect Feedback
Leaders complete a self-assessment. Direct reports, peers, and supervisors provide anonymous input.
2
Debrief with an Expert
We guide each leader through the results—what’s strong, what’s missing, and what to do about it.
3
Create a Growth Plan
Together, we define 2–3 practical goals and measurable actions that build stronger leadership.

Real Results

  • ✓
    A department director learned her team felt she didn’t listen—despite her open-door policy. After feedback and coaching, she restructured her meeting style and saw engagement scores rise 20% in six months.
  • ✓
    A new VP discovered peers saw him as overly aggressive. Through coaching, he reframed his communication—and became a mentor to younger leaders.
  • ✗
    One senior manager rejected the feedback, refused to adjust, and ultimately lost the trust of his team. The organization used that insight to reassign the role.
Why It Works
Because leaders grow faster when the mirror is honest and the coach is skilled.
Ready to Grow Your Leaders?

Let’s talk about bringing 360-degree feedback to your organization.
We use a range of proven tools—and tailor the process to your culture and goals.

👉 Contact Us to Start the Conversation

360 Feedback: Yes or No?

In the dynamic landscape of modern business, 360 Feedback is a pivotal tool for fostering professional growth and organizational development. This feedback mechanism offers a holistic perspective by gathering insights from peers, subordinates, supervisors, and even external stakeholders, providing a well-rounded view of an individual’s performance and competencies.

360 Feedback is not for performance evaluations, discipline, or determining raises or promotions. If people know these stated purposes, they will tend to protect or even get revenge.

We have seen the damage caused by improper use of 360 Feedback.  These include:

  1. Using 360 Feedback for performance evaluations, discipline, or raises and promotions
  2. Not granting total confidentiality to the receivers of feedback

The Benefits of Implementing 360 Feedback

Implementing 360 Feedback yields several key advantages for both leaders and organizations. It promotes self-awareness, highlighting blind spots and areas for improvement that might not be evident through self-assessment alone. This feedback fosters a culture of continuous improvement, enhances leadership effectiveness, and aligns individual goals with organizational objectives.

Best Practices for Effective 360 Feedback

To maximize the effectiveness of 360 Feedback, it’s essential to adhere to best practices. Clear communication about the purpose and process of feedback is crucial to ensure transparency and trust. Additionally, selecting relevant raters who can provide meaningful insights and ensuring anonymity fosters candid feedback without fear of reprisal.

Overcoming Challenges in 360 Feedback Implementation

While 360 Feedback offers substantial benefits, its implementation can pose challenges. Addressing these challenges involves careful planning, training for both participants and raters, and establishing a supportive feedback culture. Managing expectations and focusing on constructive feedback rather than criticism are key to leveraging this tool effectively.

We Make It Easy to Get Started:

1

Schedule a Conversation

We’ll meet on your turf or virtually to understand what’s really going on.

2

Get a Custom Plan

We tailor our approach to your goals, culture, and constraints.

3

See Results

Through clear communication and creative solutions, your people will move forward with clarity and confidence.

Let’s talk about how to help your people rise to the challenge—and beyond.

Call for a Free Consultation Now!

Pick our brains.
Capitalize on our Experience.
Jointly, we can figure out an approach.

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