Analyze 360 feedback for leadership gaps in minutes
Upload or paste your 360 feedback responses → uncover critical leadership gaps, recurring blind spots, and development priorities across your organization
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"She has deep expertise but struggles to hand off work — the team often waits on her approval for decisions they could easily make themselves."
"I don't always feel comfortable raising concerns in team meetings. It feels like disagreement isn't really welcomed, even when the idea isn't working."
"We only hear how we're doing when something goes wrong. Positive or constructive feedback in the moment would make a huge difference to how I develop."
"He's excellent at executing tasks day-to-day, but the team rarely understands the bigger picture or how our work connects to company goals."
What teams usually miss
Most HR teams only skim qualitative 360 comments, missing the repeated signals that only become visible when all responses are analyzed together at scale.
When feedback is reviewed leader-by-leader, organization-wide gaps — like a culture of avoiding difficult conversations — never surface as a shared, addressable problem.
Numeric scores tell you a leader scored 3.8 on "communication" but the qualitative comments reveal exactly why — and that context is what makes development plans actionable.
Decisions you can make from this
Prioritize which leaders need immediate coaching by identifying who receives the most consistent gap signals across multiple respondent groups, not just the lowest average scores.
Design targeted L&D programs around the specific leadership competencies — like strategic thinking or inclusive communication — that appear as gaps across your entire leadership cohort.
Determine whether a leadership gap is an individual development issue or a systemic culture problem that requires an organization-wide intervention rather than one-on-one coaching.
Set measurable development milestones for each leader by grounding goals in the exact themes and language their peers, direct reports, and managers used in their feedback.