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. Evaluation Guru runs leadership 360s on our built-in 360° Performance Review template, combining five structured prompts with minimum-3 anonymous suppression, 3-minute browser video responses, and a curated shareable 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 use this leadership 360 review template
Senior leaders rarely get unfiltered feedback once they reach the executive team—people edit themselves around title and authority.
Founder & CEO scaling transitions
Help a founder moving from 25 to 100 employees understand where their hands-on habits still help and where they bottleneck the executive team.
VP & C-suite executive coaching engagements
Gather structured input from fellow executives, board or CEO sponsors, and direct reports in one clean 5-question format.
Annual leadership team development cycles
Run a consistent 360 across every member of a 5- to 10-person leadership team in minutes instead of buying a $4,000/year HR suite.
Recommended campaign setup
- Who the feedback is about
- Founder, CEO, VP, Director, or Fractional Executive
- Who to invite
- Executive peers, CEO/board sponsor, direct reports, and key external or cross-functional partners
- Rater count & anonymity
- 6 to 12 respondents (minimum 3 completed responses required for anonymous mode)
- Recommended cadence
- Annually or at the start and midpoint of an executive coaching engagement
Sample Questions (10 included)
10 leadership 360 review questions for senior leaders
Evaluation Guru maps this leadership 360 review to our built-in 5-question 360° Performance Review template. The 10 executive-level questions below are prompts to guide respondents—coaches can add context or include several of them in the campaign description and personal note.
- 1Strengths · Vision & alignment
“What are this executive’s signature strengths in setting strategic direction and rallying the organization around it?”
Why it works: Tests whether the leader’s strategy is understood and energizing beyond their immediate circle.
- 2Strengths · Executive presence
“Where does this leader bring unique judgment or calm that elevates the rest of the leadership team?”
Why it works: Captures how peers experience the leader in high-stakes rooms.
- 3Continue · First-team mindset
“What habits around cross-department collaboration and tradeoff resolution should this leader continue doing?”
Why it works: Reinforces company-first thinking over departmental silos.
- 4Continue · Trust
“How does this leader continue to build trust and candor with direct reports and peers?”
Why it works: Identifies the interpersonal anchors the leader should protect during high-growth phases.
- 5Start · Empowering leaders
“What should this leader start doing to delegate more strategic ownership to their direct reports?”
Why it works: Addresses the #1 bottleneck for senior leaders: holding onto decisions one level too low.
- 6Start · Decision transparency
“Where should this leader start communicating the "why" behind tough resource or priority tradeoffs more explicitly?”
Why it works: Helps executives see when teams feel whipsawed by unexplained pivots.
- 7Start · Peer candor
“What should this leader start doing in executive team discussions to challenge assumptions constructively?”
Why it works: Encourages healthy debate among senior peers.
- 8Stop · Executive blind spots
“What behavior or reaction should this leader stop doing because it causes people to play it safe or hold back bad news?”
Why it works: Senior leaders’ small sighs, interruptions, or sharp questions carry 10× the weight they intend.
- 9Stop · Altitude
“Where should this leader stop diving into tactical weeds that their directors or managers are paid to own?”
Why it works: Pinpoints exactly where the executive is operating at the wrong altitude.
- 10Additional comments · Highest-leverage shift
“If this leader focused on just one shift over the next six months to multiply their impact, what should it be?”
Why it works: Gives the coach and executive a crystal-clear headline for the development plan.
Practical Facilitation Guide
Tips for running an executive leadership 360
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. Invite 6–12 raters and rely on minimum-3 anonymity suppression
In anonymous mode, Evaluation Guru withholds all report data until at least 3 participants complete their evaluation and strips names, emails, and timestamps. Inviting 8+ stakeholders ensures strong cross-functional coverage.
2. Offer both written and 3-minute video responses
Board members and C-suite peers often prefer recording a 2-minute browser video, while direct reports typically choose anonymous written responses. Remember to remind raters that video shows their face and voice.
3. Use coach curation to synthesize before the debrief
Before sending the shareable report link to your executive client, write your executive summary note, review deterministic recurring themes, and pin the most representative quotes.
4. Set a clear 10-day deadline with a mid-campaign reminder
Executives are busy; a tight deadline plus a single one-click reminder to pending invitees keeps the 360 moving without manual spreadsheet tracking.
2-Minute Setup
How to run a leadership 360 review in Evaluation Guru
Launch an executive 360 review in 2 minutes with no procurement or respondent logins.
- 1
Set the executive as the subject
Enter the executive’s name, title, and an optional personal note explaining how the feedback will be used in their coaching or leadership review.
- 2
Select the 360° Performance Review template
Choose the built-in 360° Performance Review format, set your deadline, and toggle Anonymous Feedback and Video Responses.
- 3
Invite peers, direct reports, and sponsors
Paste the email addresses of 6–12 stakeholders. Each receives a unique one-time link that requires zero login.
- 4
Curate the executive report and share the link
Track completion, send one-click reminders to pending raters, write your coach executive summary, pin key quotes, and share the report link with the leader.
FAQ
Frequently asked questions
Which built-in template powers this leadership 360 review?
It runs on Evaluation Guru’s built-in 360° Performance Review template (Google-style Feedback), which includes 5 structured open-ended questions: strengths, continue doing, start doing, stop doing, and additional comments.
How is respondent anonymity protected for an executive’s direct reports?
When Anonymous Feedback is enabled, Evaluation Guru strips respondent names and emails, hides per-person completion status, blocks individual reminders, shuffles written quotes, and suppresses the entire report until at least 3 responses are completed.
Can I share the finished 360 report with the executive?
Yes. You can generate a revocable shareable report link with optional expiration and toggle whether video responses are included on the shared view.
Internal Template Library
Related feedback templates
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.
360 Feedback Questions for Managers (Upward, Peer & Cross-Functional)
Great manager 360s focus on how a manager sets direction, unblocks their team, and collaborates across departments—not abstract competency grids that take an hour to score.
Self-Assessment Questions for Leaders & Coaching Clients
Self-assessment questions are most powerful when a leader or coaching client answers the exact same prompts their peers and direct reports are answering—revealing where self-perception matches or diverges from stakeholder reality.
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.