Introduction
Every organisation wants strong, capable leaders — not just for today, but for the future. But spotting leadership potential early isn’t always straightforward. Some individuals shine through results; others lead quietly, supporting their teams and influencing outcomes behind the scenes. If leadership potential isn’t just about current performance, how can it be accurately identified?
One proven method is 360-degree feedback — a tool that draws on insight from managers, colleagues, direct reports, and even clients to build a more rounded understanding of someone’s behaviour, strengths, and development areas.
In many organisations, this approach is transforming how leadership development is approached and how future leaders are recognised and nurtured.
What Is 360-Degree Feedback?
360-degree feedback is a structured employee assessment tool that gathers observations from various people who interact with an employee — including their manager, peers, team members, and sometimes external stakeholders.
Unlike traditional appraisals that rely solely on the line manager’s view, 360 feedback provides a richer picture by capturing input from across the working environment. It looks beyond results to how people behave and interact — how they lead, support, communicate, and respond to challenges.
This makes it particularly useful for evaluating qualities linked to leadership — qualities that are not always obvious in performance metrics or job descriptions.
Why It’s a Valuable Tool for Identifying Leadership Potential
Many people associate leadership with job titles or tenure. But true leadership potential can emerge long before someone is promoted. Colleagues may already recognise an individual’s ability to influence, collaborate, and inspire. These insights are often missed by traditional performance reviews — but 360-degree feedback brings them to light.
Here’s why 360 feedback is such a powerful tool for spotting leadership potential:
- It reveals the less visible traits — such as empathy, trustworthiness, or calmness under pressure — that colleagues and team members experience daily.
- It reduces bias by gathering views from several sources rather than relying on a single manager’s perception.
- It helps uncover potential, not just performance — someone might not have formal leadership responsibilities, but they may already be demonstrating key behaviours that signal readiness.
Which Leadership Qualities Should You Look For?
Leadership development isn’t just about making decisions or leading meetings. It’s about how someone works with others, how they handle pressure, and how they adapt and grow. When reviewing 360 feedback reports, L&D teams and HR professionals should pay close attention to the following indicators of leadership potential:
- Emotional intelligence – Does the individual show self-awareness, empathy, and the ability to manage emotions effectively?
- Influence and Collaboration – Are they able to bring people together, listen actively, and build consensus?
- Judgement and Decision-Making – Do they remain balanced and logical when dealing with uncertainty or conflict?
- Learning Agility – Are they open to feedback, eager to improve, and quick to adapt when things change?
These traits often emerge more clearly in feedback for leaders from colleagues and team members than from formal assessments alone.
How 360 Feedback Brings Leadership Potential to the Surface
Let’s consider an example.
A mid-level employee named Tolu isn’t currently in a leadership role. However, their peers frequently mention that they’re the first person others turn to when problems arise. Team members highlight their clear communication, and their line manager notes how calmly they manage deadlines and support junior colleagues.
Individually, these comments might seem small. But when viewed together through the lens of a 360-degree feedback report, a pattern appears: Tolu is already practising leadership behaviours, even without a title.
These are the kinds of insights traditional reviews often miss — and where employee assessment tools like this offer distinct value.
Using Feedback Insights for Succession and Development Planning
Feedback for leaders is only as useful as the action it inspires.
Once you’ve identified leadership potential through 360-degree feedback, the next step is to integrate it into leadership development and succession planning. This might involve:
- Creating tailored development plans focused on specific behavioural strengths and gaps
- Offering coaching or mentoring to build on existing capabilities
- Monitoring progress over time through follow-up feedback rounds
Used effectively, 360-degree feedback doesn’t just identify future leaders — it helps develop them.
Avoiding Common Pitfalls
While 360-degree feedback is a valuable component of any L&D strategy, it needs to be implemented with care. Here are a few common mistakes to avoid:
- Lack of preparation or clarity – Ensure all participants understand the purpose of the exercise. It should be positioned as a developmental tool, not a performance judgement.
- Failure to act on results – Gathering feedback without following up creates frustration and mistrust. Always close the loop with meaningful conversations and development opportunities.
- Overcomplicating the process – Keep the process simple and relevant. Focus on key leadership behaviours that align with your organisation’s values and goals.
Done thoughtfully, 360 feedback builds a culture of trust, openness, and continuous performance improvement.
Leadership Development Is a Journey, Not a Checklist
One of the greatest strengths of 360-degree feedback is that it reinforces a shift in mindset: leadership isn’t about a position — it’s about how you behave, how you influence, and how you grow.
When used as part of a broader L&D strategy, 360 feedback enables organisations to create a leadership pipeline rooted in real-world behaviours, not just potential on paper. It provides clarity, encourages self-awareness, and highlights where support and development are most needed.
And for the individual? It’s a chance to better understand how they’re seen — and how they can lead with greater impact.
Final Thoughts
360-degree feedback offers more than performance insights — it reveals the everyday behaviours that signal true leadership potential. By moving beyond one-sided evaluations and embracing a broader perspective, organisations can uncover hidden strengths, shape tailored development paths, and build a leadership pipeline grounded in real workplace dynamics. Start with insight. Build with intention. Lead with purpose.
Ready to discover the untapped leadership potential within your team?
Send an email to hello@workforcegroup.com to schedule a free consultation with our experts.
