360-degree feedback is one of the most widely used tools for leadership development. By gathering insights from managers, peers, direct reports, and sometimes customers, it provides a comprehensive view of an individuals strengths and development areas.
An effective 360-degree assessment focuses on specific leadership competencies — the observable skills and behaviours that define effective leadership. Below are the ten most common competencies measured in 360-degree feedback programs.
Why it matters:
Self-awareness is the foundation of emotional intelligence and effective leadership. Individuals who understand their strengths, weaknesses, and how others perceive them are better able to regulate their behaviour, make sound decisions, and develop others.
Typical behaviours:
- Seeks and accepts constructive feedback
- Recognises the impact of one’s actions on others
- Demonstrates openness to personal growth
Why it matters:
Strong communication skills are essential for inspiring and guiding others. Effective leaders convey ideas clearly, listen attentively, and adjust their communication style to fit the audience. They build influence not through authority, but through trust and clarity.
Typical behaviours:
- Communicates a clear vision and direction
- Listens and responds with empathy
- Influences others through reasoning and collaboration
Why it matters:
Leaders must anticipate change, assess complex situations, and make sound decisions under pressure. Strategic thinking involves seeing the big picture, understanding future trends, and aligning actions with long-term goals.
Typical behaviours:
- Balances short-term and long-term priorities
- Makes timely, data-driven decisions
- Considers multiple perspectives when evaluating options
Why it matters:
Great leaders develop others. They coach, mentor, and create growth opportunities for their team members. This competency measures a leader’s ability to inspire, engage, and retain top talent.
Typical behaviours:
- Provides clear guidance and constructive feedback
- Encourages learning and career development
- Recognises and rewards contributions
Why it matters:
Leadership requires working effectively with others. Collaboration enables innovation, problem-solving, and strong team performance. Leaders who foster positive relationships build trust and cooperation across teams and departments.
Typical behaviours:
- Builds strong networks and partnerships
- Promotes teamwork and shared accountability
- Resolves conflicts constructively
Why it matters:
Integrity is the foundation of trust. Ethical leaders model honesty, fairness, and consistency. They take responsibility for their actions and hold themselves and others accountable for results and behaviours.
Typical behaviours:
- Acts consistently with organisational values
- Takes ownership of decisions and outcomes
- Encourages transparency and ethical conduct
Why it matters:
In a rapidly changing environment, leaders must guide teams through transformation while encouraging creativity and innovation. Effective change leaders inspire confidence, minimise resistance, and create conditions for experimentation.
Typical behaviours:
- Champions new ideas and approaches
- Helps others adapt to change
- Encourages learning from failure and experimentation
Why it matters:
Leadership success is measured not only by vision but by outcomes. Results-oriented leaders set clear goals, focus on priorities, and ensure accountability for performance.
Typical behaviours:
- Sets measurable objectives and monitors progress
- Follows through on commitments
- Drives continuous improvement and high performance
Why it matters:
Resilient leaders remain steady under pressure and adapt quickly to changing conditions. They model composure and flexibility, which helps teams remain focused and confident in uncertainty.
Typical behaviours:
- Maintains calm and confidence in challenging situations
- Adjusts strategies as circumstances evolve
- Demonstrates perseverance and optimism
Why it matters:
Inclusive leaders recognise and value diverse perspectives. They create an environment where everyone feels respected, heard, and empowered to contribute. This competency reflects cultural intelligence and empathy—critical for today’s global workplaces.
Typical behaviours:
- Values and leverages diversity of thought and background
- Creates psychological safety within teams
- Promotes fairness, inclusion, and belonging
- Tailor competencies to your organisation’s strategy and culture.
- Use observable behaviours to ensure feedback is specific and actionable.
- Include multiple perspectives for a balanced assessment.
- Provide developmental coaching after feedback to drive improvement.
- Integrate feedback results into ongoing leadership development programs.
Measuring the right leadership competencies in 360-degree feedback provides leaders with a powerful roadmap for growth. When combined with coaching and development, these insights foster self-awareness, stronger relationships, and improved organisational performance. The ten competencies outlined above represent the core capabilities of effective, modern leadership.
