Client 360 Feedback Questions for Coaches & Consultants
Running a client 360 at the beginning or midpoint of a coaching engagement gives you unfiltered perspective from the people who work with your client every day. Evaluation Guru maps this workflow to our built-in 360° Performance Review template, combining five structured prompts with optional 3-minute browser video responses and a shareable client report link.
- Setup time
- Under 2 minutes
- Response mode
- Written or 3-min video
- Anonymity rule
- Min 3 responses
- Respondent login
- Never required
When to use this template
When to run client 360 feedback questions
A stakeholder 360 is most valuable when a coaching client needs outside-in perspective from sponsors, peers, and direct reports without the overhead of enterprise HR software.
Executive coaching intake (Month 1)
Establish a baseline before locking in coaching goals by hearing how the leader’s sponsor, peers, and direct reports experience their strengths and blind spots.
Mid-engagement progress check (Month 4–6)
Re-survey the same stakeholder group to see whether behavior shifts practiced in coaching sessions are registering in day-to-day work.
Advisory & fractional leadership engagements
Gather structured stakeholder input for a founder or executive client in 48 hours without scheduling six separate 45-minute interviews.
Recommended campaign setup
- Who the feedback is about
- Executive coaching client, founder, or senior leader
- Who to invite
- Executive sponsor, 3–4 peers, 3–4 direct reports, and key cross-functional partners
- Rater count & anonymity
- 6 to 12 respondents (minimum 3 completed responses required for anonymous mode)
- Recommended cadence
- At coaching kickoff and again at the 6-month mark
Sample Questions (10 included)
10 client 360 feedback questions for stakeholder rounds
In Evaluation Guru, this page maps to the 5-question 360° Performance Review template: strengths, continue doing, start doing, stop doing, and additional comments. These 10 stakeholder-focused questions are prompts to guide respondents—coaches can include any of them in the campaign description and personal note to frame written or video responses.
- 1Strengths · Executive impact
“What are this leader’s standout strengths when driving high-stakes initiatives across the organization?”
Why it works: Anchors the opening prompt on real business outcomes rather than generic compliments.
- 2Strengths · Clarity
“What does this person do particularly well when communicating strategy or priorities to their team?”
Why it works: Reveals how effectively the client translates executive vision into day-to-day direction.
- 3Continue · Cross-functional partnership
“Which collaborative habits should this person continue doing because they make cross-functional work smoother?”
Why it works: Shows the coaching client which relationship investments are paying off with peers.
- 4Continue · Composure
“What leadership behavior should this person continue demonstrating during moments of ambiguity or disagreement?”
Why it works: Highlights emotional regulation and steadiness that the leader may not realize others value.
- 5Start · Coaching priority
“What is the single highest-leverage behavior this person should start doing over the next quarter?”
Why it works: Forces stakeholders to prioritize one developmental shift instead of a laundry list.
- 6Start · Stakeholder buy-in
“How could this person start involving stakeholders earlier before key decisions are finalized?”
Why it works: Addresses a classic executive coaching theme: moving from solo problem-solver to coalition builder.
- 7Start · Developing others
“What should this person start doing to develop stronger autonomy and ownership in their direct reports?”
Why it works: Gives concrete examples of where the leader can coach rather than rescue.
- 8Stop · Psychological safety
“What habit or reaction should this person stop doing because it unintentionally discourages candid pushback?”
Why it works: Surfaces subtle blind spots—like interrupting or defending too quickly—that silence debate.
- 9Stop · Strategic focus
“Where should this person stop spending time so they can focus on higher-level leadership priorities?”
Why it works: Helps senior leaders let go of legacy responsibilities from their previous role.
- 10Additional comments · Nuance
“What additional context or example would help this person get the most out of their coaching engagement?”
Why it works: Invites a specific story or situating detail that brings the rest of the feedback to life.
Practical Facilitation Guide
Tips for running a client 360 feedback round
How you frame the invitation, protect respondent anonymity, and follow up before the deadline matters just as much as the questions you ask.
When Anonymous Feedback is enabled, Evaluation Guru enforces a minimum of 3 completed responses before unlocking the report, hides individual completion statuses, and shuffles written answers.
1. Protect respondent trust with minimum-3 anonymity suppression
In anonymous mode, Evaluation Guru hides who has or hasn’t completed the survey and locks the report until at least 3 respondents submit. Always invite at least 6 to 10 stakeholders so the report unlocks comfortably.
2. Have the client give stakeholders a 2-sentence heads-up
Completion rates jump when the coaching client sends a quick note to their stakeholders saying: "My coach is sending a 5-question Evaluation Guru link today—your candid input will help me focus my development this quarter."
3. Enable video for sponsors and senior peers
Senior executives often prefer speaking for two minutes on camera over typing five paragraphs. Remember to note that video shows the speaker’s face and voice, while written answers remain completely anonymous.
4. Use report curation before sharing with your client
In the Evaluation Guru report view, you can write an executive summary, review deterministic recurring themes, pin standout quotes, and control whether video recordings are included in the client’s shareable report link.
2-Minute Setup
How to run a client 360 in Evaluation Guru
Set up a complete stakeholder round for your coaching client in under 2 minutes.
- 1
Enter your coaching client as the subject
Select "Someone else" in Step 1 of the campaign wizard and enter your client’s name, role, and an optional personal note explaining the coaching context.
- 2
Choose the 360° Performance Review template
Pick the built-in 5-question 360° Performance Review template, set your deadline, and enable Anonymous Feedback and/or Video Responses.
- 3
Invite the stakeholder list by email
Add your client’s peers, sponsor, and direct reports. Each person gets a unique one-time link by email with zero login required.
- 4
Curate and share the client report link
Once at least 3 anonymous responses are completed, write your executive summary, pin key quotes, and generate a read-only shareable report link with optional expiration for your coaching session.
FAQ
Frequently asked questions
Does my coaching client need an Evaluation Guru account to be reviewed?
No. You can run a campaign about any named coaching client without requiring them to sign up. When results are ready, you can share a revocable read-only report link directly with your client.
Which built-in template does this page use?
This workflow uses Evaluation Guru’s built-in 360° Performance Review template (Google-style Feedback), which includes 5 structured questions: key strengths, continue doing, start doing, stop doing, and additional comments.
What happens if only 2 people respond to an anonymous client 360?
To protect respondent anonymity, Evaluation Guru enforces a minimum-3 response threshold on anonymous campaigns. No answers or quotes are shown until at least 3 participants complete the evaluation; you can send one-click reminders to all pending invitees to reach the threshold.
Do stakeholders have to pay or create a login to respond?
Never. Respondents are always free and open their form via a unique one-time invitation link in their browser.
Internal Template Library
Related feedback templates
Leadership 360 Review Template for Executive Coaching
A leadership 360 review template gives founders, VPs, and C-suite executives a clear mirror on how their strategic direction, executive presence, and decision-making land across the organization.
Coaching Client Feedback Form Template
A coaching client feedback form helps executive and leadership coaches learn what is landing in their sessions, what to adjust mid-engagement, and how clients describe the value of working together.
Video Feedback for Coaches: Asynchronous 360 & Stakeholder Reviews
Written survey bullets flatten out warmth, hesitation, and vocal emphasis—the very signals an executive coach needs to hear when gathering stakeholder feedback for a client.
Ready to send this feedback round?
Set up 360° Performance Review in under 2 minutes. Invite respondents with one-click links, collect written or 3-minute video answers, and share a clean report.