The Leading to Change 360° Feedback Tool
The Leading to Change 360° is designed to give you a comprehensive, rounded view of your leadership strengths and areas for development, based on feedback from those who work closely with you.
What is 360° Feedback and Why Use It?
360° feedback provides a multi-perspective view of how you show up as a leader. It draws on insights from people who interact with you regularly, helping you to:
- Increase your self-awareness
- Enhance your personal and leadership effectiveness
- Strengthen working relationships
- Identify key development themes
- Support career and progression planning
Who Provides Feedback?
You’ll invite feedback from a range of colleagues, grouped into the following categories:
- Manager(s) – those you report to (this group is not anonymous)
- Reports – those who report to you directly or indirectly
- Peers – colleagues outside your line management chain
- Others – individuals who work closely with you but don’t fall into the above categories
If you’re unsure who to select, your facilitator can guide you.
Our 360° tool is specifically developed to give you a ‘rounded’ view of your personal strengths and areas for development.
What does it measure?
The Leading to Change 360° is aligned with the refreshed Leadership Success profile (LSP), which focuses on the whole-person approach to leadership. It explores how your leadership is experienced across three outcome clusters, each containing three dimensions:
1. Enabling Outcomes
This cluster focuses on how you build clarity, capability, and commitment within your team or organisation.
- Developing Purpose and Vision
You help others understand the future, simplify complexity, and connect their work to a meaningful purpose. - Building Capability
You nurture self-sufficiency, share influence, and support others to grow and lead. - Harnessing Commitment
You align people around shared goals, reduce waste, and enable progress with pace and flexibility.
2. Shaping Cultures
This cluster explores how you create inclusive, innovative, and psychologically safe environments.
- Releasing Creativity and Innovation
You empower teams to ask questions, take balanced risks, and co-design improvements. - Modelling Self-Leadership
You demonstrate emotional intelligence, resilience, and a commitment to personal growth and wellbeing. - Fostering Inclusion and Psychological Safety
You create environments where people feel respected, valued, and safe to contribute fully.
3. Empowering Systems
This cluster reflects your ability to work across boundaries and enable better outcomes for people and communities.
- Whole System Awareness
You understand the needs of communities and collaborate with partners to address complex challenges. - Forging Trust and Collaboration
You build trust, share information, and work beyond traditional boundaries to deliver joined-up services. - Enabling Population Outcomes
You prioritise resources and design services that respond to individual needs and deliver long-term impact.
This structure ensures that your 360° feedback reflects not just what you do, but how you lead, who you impact, and the systems you influence. It provides a rich, development-focused view of your leadership in action.
You can read more about the Leadership Success Profile here: LSP
You may also have completed the Leading to Change Self-Assessment Questionnaire (SAQ). While this is not required to complete the 360, if you have completed it previously then it will be useful to review your report and bring those insights into your conversation with your facilitator.
I am about to start the Leadership 360° process, what happens now?
Your organisational lead will have agreed on your participation through local processes and a coordinator will ‘add’ the 360° to your profile on the Leading to Change app. To access this you simply need to click on the card labelled ‘360°’ which will then allow the process flow to be displayed. Full instructions are then displayed.
You will then agree with your facilitator a suitable date for the session. This should be set far enough in advance to allow any rater that you have selected to complete their assessment. The system automatically opens up a 4-week window for the raters to complete their assessment. It is good practice to let the raters know that they will be receiving this with a personalised email, indicating why you have selected them for feedback, through what context and that it should take them between 30 and 45 minutes to complete their feedback for you.
To protect anonymity any rater group (other than ‘self’ or ‘manager’) with less than three completed feedback reports with be merged. Therefore it is best practice to select five individuals to have the best chance of the rater groups remaining intact. You will be able to monitor completion rates as the feedback window progresses.
When you have enough raters your facilitator will be able to download the report. The facilitator may wish to send you a copy prior to the feedback session. This is entirely dependent on the facilitator although normally you wouldn’t get to see the report till you are having the feedback session.
When the session is complete the facilitator would mark it as compete on their system, this would then release the report into your profile.
How do I access the Leadership 360°?
The 360° is designed to be administered and delivered by your organisation, supported by the central Leading to Change team. As such your organisation retains the flexibility to define how and when to use the tool based on the needs at the time.
If you feel that you should complete a 360° appraisal, then please contact your local OD/training/Learning and Development department for more information on how they are using it.
Reporting
Will my organisation be told that I’ve done a Leadership 360° Feedback Report?
- As part of governance and improvement you are required to complete an evaluation of the process. On a quarterly basis your local lead will be provided with a report on global usage data and any key areas for improvement. This is to ensure that the feedback sessions maintain a high quality.
- The content of your report will not be shared and is entirely your data.
- You may be contacted by one of the central Leading to Change team should any feedback warrant this. If you do need to contact the central team at any point then you can do so at nes.leadingtochangeconfidential@nhs.scot
Do I need to share my report with anyone?
No. Your report is your data and you are in control of who it is shared with. It is not possible for your Raters, Group Coordinator or Manager(s) to see your report without it coming from you.
You are encouraged to share your report with your manager in order to gain support for a development plan that supports you doing something with the feedback you’ve gathered
