How NOT to Roll Out 360s in Your Org

360 Assessments are a powerful tool for leadership growth that gives the leader a new, wholistic perspective of how they’re showing up. However, rolled out poorly, they can get a bad wrap and leave people feeling burned. So, if you want to really muck things up and create chaos, here’s how to roll out a 360 feedback tool the wrong way:

Skip the “why” entirely.
Don’t explain the purpose. Let leaders wonder: Will this information be used against me? Will it show up in a performance review? Uncertainty is always fun.

Fail to time the requests mindfully.
Expect leaders to provide detailed feedback for 30+ colleagues in the same week as quarter-end. Bonus points if their calendars are already packed. It’s a great way to exhaust people before the process even begins.

Pressure sharing results.
Anonymous feedback? Optional. Ensure leaders feel obligated to share their results, which can increase stress and undermine the confidentiality that makes 360s effective.

Give no guidance on follow-up.
Especially for defensive leaders, let them interpret the feedback however they want. Some may publicly debate who gave which feedback or use meetings to prove the feedback is “wrong.” Entertainment value: high. Organizational trust: zero.

Debrief and disappear.
After the feedback session, do nothing. No coaching, no follow-up, no support. Leave people to stew over that one comment that hit a nerve, with nothing to do about it.

You might wonder: why risk this type of 360 muck-up at all? Because when executed well, the results are truly worthwhile.

The opposite works wonders.

Thoughtfully timed, communicated, and supported, the 360 process can bring awareness and discovery not possible in any other way, leading to the kind of impact that leaders and organizations want (and need) to have.

The way to make 360s truly effective is the reverse: communicate the purpose clearly, provide structured support, set realistic timelines, guide leaders on follow-up, and protect anonymity. When managed thoughtfully, 360s strengthen leadership, improve team alignment, and boost engagement.

I’ve partnered with many organizations across sectors to design and implement 360 programs that have lasting impact; helping leaders grow while building trust and alignment across the organization.