360 Degree Feedback Tool for Coaches

A step-by-step solution to add a 360° Leadership Impact Survey to your coaching

Use this free leadership assessment tool to help the leaders you coach to design their leadership development goals, and gain a valuable benchmark for your coaching.

This is a simple, ready-to-download 360° survey, as described in the book Coaching for Performance.

If you are looking for a complete online leadership assessment, we also offer Impact 360 for leaders and Impact 360 certification for coaches. Follow the links to find out more.

What is a 360° Leadership Impact Survey?

The 360° Leadership Impact Survey is designed to bring leaders new awareness in relation to their leadership style and impact. It gathers feedback about the impact of their behaviours in two ways:

  1. Leadership self-assessment – Explore the impact the leader believes they have
  2. 360° assessment – Find out how the people they work with experience their leadership

How does the 360° tool for coaches work?

Our free 360° tool includes a Guide for Coaches (part 1) and a Guide for Leaders (part 2). They contain step-by-step instructions and templates to make it easy for you to gather and collate feedback and create a 360° Report for the leader. The tool also contains information on The Performance Curve (part 3).

Introduce the option of a 360 degree survey in your first coaching session with a leader. Complete a survey at the start and end of a coaching engagement to obtain a before-and-after benchmark for your coaching. For longer coaching engagements of 12 months or more, it is also useful to do it halfway through.

Before you begin the process, make sure you are familiar with The Performance Curve and the steps in both guides. To get started, download the three resources that make up the feedback tool.

Part 1 – Guide for Coaches

Part 2 – Guide for Leaders

Part 3 – The Performance Curve

When is a 360° survey used in coaching?

At the start of your coaching engagement, you can use the 360° tool to identify areas of development to focus on in the coaching. And it can provide a baseline against which to measure progress. Repeat the process at the end of the coaching engagement to see the extent of your coachee’s development. If the coaching engagement is long-term, for example 12 months or more, you may find it useful to do the 360° survey halfway through as well.

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