Why Leaders Need 360 Feedback Today

One Perspective Isn’t Enough to Lead Well

Being a leader today is demanding. Managers and leaders are balancing the demands of hybrid teams, fast-paced change, and employees who expect not just direction but inspiration. With so much riding on leadership effectiveness, the old methods of “gut feel” or one-sided feedback are no longer enough. That’s why many organizations are turning to 360-degree feedback instruments to give leaders a fuller, clearer view of their impact. Unlike traditional feedback, which often comes from just a supervisor or a single perspective, a 360 process gathers input from peers, direct reports, and others across the organization. The result? A much more accurate, actionable picture of how a leader shows up—and where they can grow.

Why 360 Feedback Matters

Leaders need clarity.
Research shows that 89% of HR leaders believe feedback has a direct impact on business performance (Gartner). A 360 feedback instrument helps leaders pinpoint strengths and blind spots that directly connect to their daily leadership challenges—whether it’s building trust in hybrid teams, communicating across change, or engaging employees with diverse needs.

Self-awareness is the foundation of growth.
We all have gaps between how we see ourselves and how others experience us. Leaders who overestimate their skills hold their teams back. A DDI study found that leaders with high self-awareness are 3.4 times more likely to be rated as effective. A 360 process highlights gaps between how you see yourself and how others see you. By bridging that gap, leaders build the kind of awareness that fuels authentic growth.

Feedback becomes a catalyst, not a critique.
When done well, 360 feedback doesn’t tear leaders down—it lifts them up by identifying specific, actionable opportunities to lead more effectively. Gallup found that employees who receive meaningful feedback are almost four times more likely to be engaged. The same is true for leaders—when you act on targeted insights, you build credibility and improve team performance. It shifts the conversation from “what’s wrong” to “what’s possible,” creating momentum for lasting change.

Leadership is about relationships.
At its heart, leadership is less about a title and more about influence. A 360 process highlights the quality of relationships—trust, collaboration, communication—that determine whether teams thrive. For leaders navigating today’s complexity, this relational lens is indispensable.

Moving from Feedback to Action
Gathering feedback is only the first step. What leaders do with those insights makes all the difference. That’s where development opportunities come in—creating a bridge between awareness and action.

A well-designed and highly researched instrument, such as the LPI® 360 based on The Five Practices of Exemplary Leadership®, provides actionable insight into the leadership behaviors that truly matter.

You can take the next step this October by joining The Leadership Challenge Workshop with FlashPoint. It’s a chance to work with peers, practice new skills, and connect feedback to meaningful growth.

If you’re ready to take the next step, this October, you have two opportunities to build on feedback and grow as a leader:

• The Leadership Challenge Workshop: Deepen your skills, connect feedback to growth, and apply The Five Practices of Leadership in real time.
• The Leadership Challenge Implementation Lab: A focused, one-day session designed to help you roll out The Leadership Challenge effectively inside your organization.

Both are practical ways to connect feedback to meaningful growth—for yourself or for your team.