360 degree feedback sample report: what a leader receives from Lens360 AI™
This 360 degree feedback sample report shows what a leader and their line manager receive from Lens360 AI™. It works as a sample 360 report for HR leaders, so you can judge the depth before you commission a cycle. Read it tab by tab below. However, every name, score and comment is fictional, while the structure is the real one.
Illustrative · Anonymised · Built like a live report
Part of Lens360 AI™, Seven's AI-read 360. Two sister editions follow: the HRBP edition and the EQ edition.
Inside the 360 degree feedback sample report
Think of it as a 360 degree feedback report example you can read in ten minutes. As a leadership 360 report example, it follows the leader 360 report format that live reports use. First comes a one-page overview, and then the detail. Use it as an example leadership 360 report for your own leaders. In this 360 degree feedback sample report, Priya scores 3.9 from herself and 3.9 from others. However, the average hides the story, because four competencies carry a gap of half a point or more.
9raters: self, manager, three peers and four direct reports
8competencies, so every leader gets the same lens
32indicators, with four behaviours per competency
1–5scale, because raters score observable behaviour
Two blind spots Priya rates herself above others on Develops people and Communicates with clarity, while direct reports score both lowest.
Two hidden strengths Her peers and manager rate Partners with the business and Uses data and AI in people decisions higher than she does.
Four aligned areas Decides under pressure, Builds trust, Drives change and Leads inclusively match closely, so they need protecting, not fixing.
How to read it: a gap is the average of others minus the self score. Therefore, a gap of −0.5 or lower marks a blind spot, while +0.5 or higher marks a hidden strength.
Eight competencies at a glance
Partners with the businessOthers 4.3 · Self 3.4Hidden strength
Develops peopleOthers 3.7 · Self 4.5Blind spot
Communicates with clarityOthers 3.6 · Self 4.2Blind spot
Decides under pressureOthers 3.9 · Self 4.0Aligned
Builds trustOthers 4.2 · Self 4.2Aligned
Drives changeOthers 3.7 · Self 3.6Aligned
Uses data and AI in people decisionsOthers 3.7 · Self 3.2Hidden strength
Leads inclusivelyOthers 4.1 · Self 4.3Aligned
How each rater group scores in this sample 360 degree feedback report
Each competency card compares four views. First, the leader rates herself. Then the manager, three peers and four direct reports rate the same behaviours. Because grouped scores need at least three raters, no single rater can be identified. In this report, rose marks the lowest group on a blind spot.
Develops people Self scores 4.5, while others average 3.7, so this is a blind spot.
Communicates with clarity Self scores 4.2, while others average 3.6, so this is a blind spot.
Decides under pressure Self scores 4.0, while others average 3.9, so the views are aligned.
Builds trust Self scores 4.2, while others average 4.2, so the views are aligned.
Drives change Self scores 3.6, while others average 3.7, so the views are aligned.
Leads inclusively Self scores 4.3, while others average 4.1, so the views are aligned.
The full score grid
Every live report, like this 360 degree feedback sample report, carries this grid, so the leader can check each number behind the bars. On a phone, each competency restacks as a card.
Blind spots and hidden strengths: where views split
This leader blind spot analysis finds 360 feedback blind spots next to hidden strengths. In other words, a perception gap analysis shows where the leader's view and the raters' view split. Because the biggest gaps sit at the ends of the chart, they set the debrief agenda.
Gap = average of others minus self. Rose bars show a blind spot, while indigo bars show a hidden strength.
Blind spot: Develops people Priya rates herself 4.5, while others average 3.7. However, direct reports score her 3.2, so the gap is specific to how her team experiences her.
Hidden strength: Partners with the business Priya rates herself 3.4, while peers and her manager average 4.3. Therefore, she undervalues a strength that business heads already rely on.
Indicator view: where the Develops people gap comes from
Each competency has four indicators, so a gap traces back to specific behaviours. For example, the widest gap sits on feedback, while delegation and development planning show the smallest.
Gives specific feedback on a regular basis Self scores 4.6, while direct reports score 2.9.
Delegates stretch work with the authority to decide Self scores 4.5, while direct reports score 3.4.
Coaches instead of fixing the problem Self scores 4.4, while direct reports score 3.1.
Builds a development plan with each team member Self scores 4.5, while direct reports score 3.4.
Rater themes, anonymised and sorted by AI
Raters also write open comments. First, AI sorts them into themes and counts them. Then a practitioner reads every comment and removes anything that could identify a rater. As a result, the leader reads patterns, not handwriting. The comments below are fictional.
Develops people: blind spot Eleven comments fell into three themes, so the pattern is clear.
“I hear quickly when something goes wrong, but I rarely hear what to build next.”
“She takes the problem back instead of letting me solve it.”
“Although it was brief, her introduction to the leadership forum mattered.”
Partners with the business: hidden strength Nine comments came mostly from peers, so the pattern is consistent.
“Business heads call her first, because she turns a people issue into a business answer.”
“She tells us the hard thing before a decision, not after.”
“When the numbers are thin, she still finds the question that matters.”
Stop Stop stepping in to fix the problem when a direct report brings it. Instead, ask what they would do first.
Start Start a fortnightly growth conversation with each direct report, while keeping it separate from delivery reviews.
Continue Continue being the HR voice that business heads trust, because peers rate it highest.
From the 360 degree feedback sample report to a one-year plan
The 360 degree feedback sample report ends with a plan, not a score. A 360 development plan example should show outcomes, not wishes. Here, the 360 feedback development plan carries one objective and four measurable outcomes. This one-year leadership development plan is a development plan after 360 feedback that you can check. Each outcome has a baseline, a target and a date, so progress is visible at the 90-day review and again at month twelve.
Objective Build a team that grows without waiting for me.
Develops people Direct-report score on Develops people rises from 3.2 to 4.0 by month 12, so the gap with self falls to 0.5.
Communication Direct-report score on Communicates with clarity rises from 3.1 to 3.8 by month 12, while peers hold steady.
Growth plans Every direct report holds a written growth plan, rising from 1 of 4 to 4 of 4 by month 3.
Delegation Decisions delegated and logged each quarter rise from 3 to 12 by month 9, because delegation is the fastest proof.
Dated initiatives
Month one Hold the debrief, then agree the plan with the manager.
Months 1–2 Start growth conversations with each direct report.
Day 90 Review progress, then adjust the plan.
Month six Run a short pulse with direct reports and peers on the two focus competencies.
One year on Repeat the full cycle, so the baselines become results.
Where a plan needs a coach, pair it with Executive Coaching & CXO Advisory. Likewise, a baseline from DNA-25 can anchor the framework behind the competencies.
How a leader moves from report to action
A report alone rarely changes behaviour, and a 360 degree feedback sample report is no different. For that reason, every Lens360 AI™ cycle follows the same four steps, and each step has a time box.
1 · Read alone, 30–45 minutes Priya reads the report on her own, so her first reaction stays private.
2 · Debrief, 60–90 minutes A certified practitioner walks through the gaps, then tests what she heard.
3 · Plan, within two weeks She drafts the plan with her manager, while the practitioner sharpens the outcomes.
4 · Review at 90 days The practitioner checks progress against the baselines, then adjusts the plan.
How the sample report protects raters and keeps AI accountable
This 360 degree feedback sample report shows what a 360 report looks like in practice. Use this 360 feedback report sample to compare formats. The 360 degree feedback report format has seven parts: overview, rater-group scores, gap analysis, indicator view, comment themes, development plan and debrief. Together, they form the 360 report structure behind every Lens360 AI™ cycle.
Confidentiality Peer and direct-report scores appear only as group averages, and a group needs at least three raters. However, manager and self scores appear as themselves, because that relationship already carries open feedback.
AI with people in the loop AI compares the rater groups and sorts comments into themes. Then a certified practitioner reviews every report before the leader sees it. As a result, no leader receives an AI-only report.
Your framework, not ours This sample uses an HR leadership framework with eight competencies. A live report maps to DNA-25 or to a framework built for your roles. Likewise, it uses your raters and your context, so teams that need a 360 report for leaders India-wide receive the same format in every city.
Illustrative by design Every name, company, score and comment here is fictional. It is a structure, not a 360 feedback report template you fill in. Therefore, this 360-degree feedback sample report never shows a real client.
Want to see more? Read about Lens360 AI™, then open the HRBP edition sample or the EQ edition sample. Likewise, the HR Analytics readout and the TCQ™ before-and-after sample show the other sample formats.
Questions about the 360 degree feedback sample report
What does a 360 degree feedback sample report contain?
A 360 degree feedback sample report contains an overview, scores by rater group, a gap analysis, an indicator view, anonymised comment themes, a one-year plan and a debrief sequence. In this sample, nine raters scored eight competencies across 32 indicators.
Is this sample 360 degree feedback report based on a real leader?
No, because every name, company, score and comment is fictional. However, the structure, the scale and the plan format match a live Lens360 AI™ report.
What is a blind spot in a 360 report?
A blind spot is a competency where the leader rates themselves at least half a point above the average of others. In this sample, Develops people and Communicates with clarity are the blind spots.
What is a hidden strength?
A hidden strength is the reverse, that is, a competency where others rate the leader at least half a point above the self score. Here, Partners with the business and Uses data and AI in people decisions qualify.
Who sees a report like this sample 360 degree feedback report?
The leader and their line manager receive the report. In addition, HR can receive an anonymised cohort view, while individual rater scores stay hidden.
How does the debrief work after the report?
The leader reads the report alone for 30–45 minutes. Then a certified practitioner leads a 60–90 minute debrief. After that, the plan is drafted within two weeks, and progress is reviewed at 90 days.
Can we see a sample on our own competency framework?
Yes, because a live report maps to DNA-25 or to a framework built for your roles. Share your framework in the enquiry, and we will show how it would look.
How do I start a Lens360 AI™ cycle?
Use the enquiry form on the Lens360 AI™ page. Tell us who the cycle is for and when you want the debriefs. Then we reply with a scoped proposal.
Ready to see your own leaders in a report like this?
Tell us about your next cycle, then we will scope it together. As a result, your framework, your raters and your context replace this 360 degree feedback sample report in the same format. Meanwhile, read about Lens360 AI™ and how a cycle runs.