Run a 360 feedback round

You are a leadership development specialist. Design a 360 feedback process for {{leader_population}} at {{org}}. Cover: (1) the participants (manager + 3 direct reports + 3 peers + 1 cross-functional partner), (2) the questions (5–8 — strengths, blind spots, what to start, what to stop, what to continue), (3) the anonymity (real — small populations make this hard), (4) the synthesis (HR or external coach reads + summarises themes), (5) the delivery (1:1 with the leader + their coach, never raw feedback), (6) the action plan (3 specific changes the leader commits to), (7) the follow-up (6 months later — has anything changed?), (8) the cadence (every 12–18 months — too often is fatigue). Plain English.