Questions you'd never write yourself.
Templates pulled from research on motivation, leadership, communication, growth — not internet leftovers. 21 of them, each one earning its place.
A 360 leadership feedback toolyou run yourself.
Curated questions backed by research. Real answers from people who matter. Change you can track over time.
$99 a year. 30-day full refund — no questions asked.
What kind of feedback
Leadership feedback — on how you work, not on what you produce.
Your decisions, your communication, your patterns, your blind spots. The leadership behaviours that shape how others experience working with you. Not your output. Not your team. You.
Mirorly isn't for surveying customers, evaluating your team, or running performance reviews. It's a tool for one specific job: getting honest, structured feedback on how you show up as a leader — manager, founder, expert — and turning what you hear into change you can track.
See it in 20 seconds
Rate yourself. Then notice what's missing.
That's the whole idea. You can fill in your own view in seconds — but the half that actually matters is the one only the people around you can answer.
- Not at allCrystal clearYouThem?
- Feels riskyTotally safeYouThem?
- I take it backI fully let goYouThem?
- Hard to be aroundSteadyYouThem?
You just rated yourself. The only person who answered is you.
The gap between this and how the people around you would answer is the entire thing you can't see from the inside — and there's exactly one way to find out.
Run your first roundWhat comes back
Your answer, next to theirs.
This is the actual results view. Every question shows your score beside how each group answered it — because the interesting number was never the average, it's the distance between the columns. A group needs two responses before it appears, so no single answer is ever identifiable.
Round results
By relationship
How each group sees it
Average score per group, question by question (1–5). The gaps between columns are the signal — where your managers, peers, and reports experience you differently. A group needs 2+ responses to show, so no single person is identifiable.
| Question | You | Managers | Peers | Direct reports |
|---|---|---|---|---|
| 1.When I hand work over, I genuinely let go of it. | 5.0n=1 | 3.5n=2 | 2.5n=2 | 1.5n=2 |
| 2.I make it clear what matters most right now. | 4.0n=1 | 4.0n=2 | 3.5n=2 | 2.0n=2 |
| 3.People can disagree with me without it costing them. | 4.0n=1 | 4.5n=2 | 3.5n=2 | 2.5n=2 |
| 4.I stay steady when things go wrong. | 3.0n=1 | 4.0n=2 | 4.5n=2 | 4.0n=2 |
Heatmap
All comparable questions, ranked
Sorted by gap magnitude — biggest first. The number beneath each badge shows the exact gap (signed for ratings: peer average minus your score; agreement % for picks). Open-text questions don't have a quantitative gap and stay in the detailed view below.
| Question | You | Peers | Gap |
|---|---|---|---|
1.When I hand work over, I genuinely let go of it. You 5 / 5 · Peers 2.2 / 5 (n=6) | 5 / 5 | 2.2 / 5n=6 · σ 0.7 | Major gap−2.8 |
4.I stay steady when things go wrong. You 3 / 5 · Peers 4.2 / 5 (n=6) | 3 / 5 | 4.2 / 5n=6 · σ 0.7 | Moderate gap+1.2 |
2.I make it clear what matters most right now. You 4 / 5 · Peers 3.0 / 5 (n=6) | 4 / 5 | 3.0 / 5n=6 · σ 0.8 | Moderate gap−1.0 |
3.People can disagree with me without it costing them. You 4 / 5 · Peers 3.3 / 5 (n=6) | 4 / 5 | 3.3 / 5n=6 · σ 0.7 | Minor gap−0.7 |
5.I follow through on what I commit to. You 4 / 5 · Peers 4.0 / 5 (n=6) | 4 / 5 | 4.0 / 5n=6 · σ 0.6 | Aligned0.0 |
Sample round — illustrative data, not a real customer's results.
In this round the manager rates delegation a 3.5, the peers a 2.5, and the direct reports a 1.5 — against a self-rating of 5. That spread is the whole product: not a verdict, but the specific place where how you think you work and how people experience you come apart.
No more bullshit feedback.
No more “rate your manager 1 to 5” without context. No more Friday-afternoon retros nobody reads. No more AI-summarized synthesis that says everything and nothing.
Just the questions worth asking, the people worth asking, and the change worth tracking.
Simple but deep.
The questions come from research, not someone's content backlog. The interface stays out of the way — pick a template, send the link, that's the depth of it. The actual work, when it shows up, lives in you — responding honestly to what you hear back. We tried to make the rest as quiet as it can be.
Answers from people whose honesty you can handle.
Send the link to specific people — colleagues, partners, friends. They answer once. You see what they actually meant.
See yourself change. Or not.
Run the same template again in three months. Six. Twelve. The deltas are where the actual work shows up — or doesn't. Either way, you'll know.
8.2
↑ 0.4 since Q2
Did you know?
95%
of people think they're self-aware. Only 10–15% actually are.
Tasha Eurich · Insight
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Resources
Worth reading first.
Free, research-backed guides — on feedback that doesn't feel weird, self-assessment that surfaces blind spots, and the behaviours worth working on. The latest from each part of the library.
How to Give Feedback
The feedback you never give — and what silence costs
The most expensive feedback is the kind that never happens. Six moments managers stay silent, why silence feels neutral, and who actually pays for it.
ReadSelf-Assessment for Managers
Manager self-evaluation: humility or impostor syndrome?
Humility and impostor syndrome feel identical from the inside but do opposite things to your growth. How to tell them apart in your self-evaluation.
Read360 Feedback
360 feedback templates by context: which to run when
One generic 360 for every moment surfaces vague answers. Why context-matched templates work better — and which to run after a project, a promotion, or a 1:1.
ReadBeyond Performance Reviews
How to build a feedback culture without an HR team
No HR department? Feedback culture isn't an HR deliverable — it's a leadership habit. How small companies and founders build one without a review bureaucracy.
ReadManager Development
Career growth for managers: a feedback-driven plan
Most manager development plans are wishlists that change nothing. How to build one driven by real feedback — the kind that actually moves your career.
ReadLeadership Competencies
Decision-making as a leadership competency, in behaviors
Every competency model lists 'decision-making' and none of them tell you what it looks like. Here's what to actually watch, and how to find out if yours works.
ReadHow to Ask for Feedback
How to ask for feedback when you're new to the team
Joining a team hands you a short license to ask anything — and a feedback supply made of politeness. How to get real answers before both expire.
Read
Ready to run your first round?
Self-360 first. Send to others when you're ready. That's the sequence that makes feedback actually useful.
Your first 5 minutes
- Pick one of three research-backed templates
- Answer it about yourself first
- Send the same questions to your team
- See the gap. Decide what to do about it.
$99 a year. 30-day full refund — no questions asked.