Multi-rater feedback from manager, peers, reports, self and clients—design rules that keep it developmental, not political.
360-degree feedback collects structured ratings on one person from every direction they work—manager, peers, direct reports, self, sometimes clients—and returns them as a comparison report. Its output is a conversation, not a number.
Same instrument, multiple rater groups; report by group with self-vs-others gap highlighted.
A director rates herself +1 SD on coaching while direct reports average −0.5: the gap page becomes the development plan's first line.
Leadership development, promotion readiness and post-program change checks. Not for pay or firing—stakes collapse honesty.
Three-rater minimum per group, guaranteed aggregation, and no open comments with identifying details—break anonymity once and the program is dead.
6-10 total, at least 3 per group. Below that, every comment is traceable.
Only with a debrief and a plan. Reports that land in a drawer correlate with nothing.
Turn the concept into a live assessment：360-Degree Feedback
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