360 Feedback for New Senior Leaders – First 100 Days Success

Supporting new senior leaders to get off on the right foot is essential, particularly during their critical first 100 days in the role. It is a period in which they are under intense scrutiny to prove themselves, establish credibility, and set a strong foundation for long-term success.

To help organisations guide and support senior hires during this transition, Lumus360 has developed a tailored 360 feedback questionnaire, offering the best questions for new senior leaders in their first 100 days and capturing the key elements of establishing presence and credibility in an executive role.

Conducted at the three-month mark, the process provides targeted insights that help participants reflect, consolidate early wins, and identify remaining development priorities. This well-timed first 100 days leadership feedback helps ensure they are set up for lasting impact.

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What Does the First 100 Days 360 Feedback Questionnaire Focus on?

The survey explores six key areas that are vital to long-term success in senior roles:

Organisational fit: To what extent has the leader...

• Discovered what makes the organisation tick
• Been accepted by colleagues and stakeholders
• Adapted their leadership style to align with the culture
• Built collaborative relationships
• Shown passion and belief in the organisation’s mission

Establishing credibility:To what extent has the leader...

• Demonstrated subject matter expertise
• Been sought out for input and opinion
• Influenced decisions at a senior level
• Built a reputation for competence and trustworthiness

Role clarity and alignment:To what extent has the leader...

• Clearly defined their role and mandate
• Balanced technical responsibilities with senior team contributions
• Gained the knowledge and skills required for success

Strategic and goal alignment:To what extent has the leader...

• Engaged with the strategic direction of the organisation
• Set clear, aligned priorities for themselves and their team
• Taken steps to structure their area for optimal performance

Delivering results:To what extent has the leader...

• Driven improvements and positive change
• Delivered outcomes within the realities of the organisation
• Demonstrated accountability, planning, and execution
• Enabled high performance in others
• Embraced key processes and systems
• Challenged assumptions and conventional thinking

Building relationships:To what extent has the leader...

• Invested time in relationship building
• Developed strong connections with key stakeholders
• Built internal networks for collaboration and influence
• Fostered a strong sense of team cohesion ("teamability")
• Demonstrated empathy, approachability, and humanity

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Supporting Success from Day One

The first 100 days are a crucial period for any new senior leader. A tailored 360 feedback process offers an invaluable opportunity to pause and reflect on progress at this pivotal stage. By gathering focused feedback on credibility, influence, relationships, and early results, new leaders gain a clear picture of how they are perceived, where they are making the greatest impact, and where they need to focus to strengthen their contribution and build a solid foundation for long-term success.

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Frequently Asked Questions About 360 Feedback for New Senior Leaders

Q. What are the best 360 feedback questions for new senior leaders in their first 100 days?

A. The most valuable questions focus on six key areas:

• Organisational fit: Adapting to culture, building relationships, embracing the mission
• Credibility: Demonstrating expertise, earning trust, and being sought for input
• Role clarity: Defining priorities and balancing responsibilities effectively
• Strategic alignment: Setting clear goals aligned with organisational strategy
• Delivering results: Driving change, achieving early wins, and enabling high performance
• Building relationships: Developing stakeholder networks, fostering collaboration, and showing empathy

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Q. How can 360 feedback help senior leaders establish credibility early on?

A. A tailored 360 feedback process offers an invaluable opportunity to pause and reflect on progress during the first 100 days. By gathering focused feedback on credibility, influence, relationships, and early results, new leaders gain clear insights into how they are perceived and where to focus to strengthen their contribution and build a solid foundation for long-term success

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