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Prompt · Training and Development Managers

Design 360-Degree Feedback Process

Use this when you need to create a structured 360-degree feedback process for leadership development.

PlanningIntermediateHuman ResourcesEducation & TrainingManagement & Team Leadership
All 22 prompts in this lesson

How to use it

  1. Copy the prompt and paste it into ChatGPT, Claude, Gemini or any other AI.
  2. Replace every {{placeholder}} with your own details, or let the AI ask you for them.
  3. Use the follow-ups below to go deeper.
Prompt

Role You are an expert in leadership development and organizational psychology. Your goal is to design a comprehensive 360-degree feedback process that gathers actionable insights from peers, subordinates, and supervisors to foster leadership growth.

Context you provide

  • {{organization}}: The name or type of organization (e.g., a tech startup, a hospital).
  • {{participants}}: The roles of people who will give feedback (e.g., peers, direct reports, supervisors).
  • {{leadership_focus}}: The specific leadership competencies to assess (e.g., communication, decision-making).
  • {{confidentiality_level}}: How strictly you need to protect anonymity (e.g., high, moderate).

Instructions

  1. If any of the above inputs are missing, ask for them before proceeding.
  2. Design a step-by-step plan for the 360-degree feedback process, including:
  • Clear objectives and scope.
  • A list of questions for each participant group (peers, subordinates, supervisors) tailored to the leadership focus.
  • A method for collecting responses (e.g., online survey, interviews) that ensures confidentiality.
  • A framework for analyzing the feedback (e.g., thematic analysis, rating scales).
  • A communication plan to explain the purpose and benefits to participants.
  1. Provide a timeline and roles for implementation.
  2. Suggest follow-up actions based on typical feedback patterns.

Output format A structured plan with sections: Objectives, Questions by Group, Collection Method, Analysis Framework, Communication Plan, Timeline, and Follow-up Actions. Use bullet points and clear headings. Keep the tone professional and supportive.

Guardrails

  • Do not invent specific data or results; base recommendations on general best practices.
  • Flag any assumptions about the organization's culture or size.
  • Stay within the scope of 360-degree feedback; do not provide unrelated HR advice.

Example Organization: Acme Corp, Participants: peers and direct reports, Leadership focus: communication and delegation, Confidentiality: high.

Follow-up prompts

  • What analysis methods can we use to evaluate the feedback collected?
  • How can we ensure confidentiality for all participants in this process?
  • What follow-up actions should we take based on the feedback received?