ABSTRACTThe stressful and ever-changing work of child welfare requires skilled and adaptable leaders, though formal preparation and feedback related to that role is rare. This study explored the feasibility and acceptability of a 360° assessment and feedback process as a component of leadership training for 154 child welfare managers in eight states. Results indicated that prior to receiving feedback and attending training, managers demonstrated strong fundamental leadership skills but had room for growth in how they lead change at their agency. Coworker feedback was not strongly aligned with managers’ self-assessments as coworkers tended to rate managers more highly. A year after receiving the feedback, coaching, and training, the sample of managers for whom both baseline and follow-up data were available (N = 63) self-reported more regular engagement in the identified leadership behaviors, particularly related to leading change. While reporters who provided feedback at both time points also observed more leadership behaviors at follow-up, the change from baseline was not significant. This study provides preliminary evidence in support of the use of 360° assessments and feedback as a tool for leadership development.