What You Receive
A comprehensive behavioral score profile aligned to defined leadership competencies.
Rater segmentation analysis separating manager, peers, direct reports, and others.
Clear identification of perception gaps and alignment patterns.
A summary of leadership strengths and risk indicators.
Defined coaching priorities tied to observable behavior.
A manager alignment plan to reinforce accountability and follow-through.
What This Is Not
This is not an anonymous opinion survey without structure.
This is not a popularity metric.
This is not a substitute for managerial judgment.
It is a disciplined behavioral evaluation designed to strengthen leadership accountability.
Strong performance cultures require clarity about how leaders are experienced, not just how they see themselves.
360 Assessment for Leadership Accountability
In addition to our selection and development work, we provide a 360-degree assessment process aligned with the same performance model used throughout our decision support framework.
This alignment ensures that the same performance standards used in selection and development are used to evaluate how leadership behavior is actually experienced in the role.
The purpose is not to introduce a separate feedback lens, but to measure whether the behaviors emphasized in hiring and development are consistently demonstrated in practice.
Who This Is For
This evaluation is designed for organizations promoting first-time or mid-level leaders into expanded roles.
It is appropriate for senior leaders whose results are strong but whose cross-functional impact is uneven.
It is valuable when leadership standards are inconsistent across teams or departments.
It is effective for succession candidates being considered for broader authority.
It supports executive teams that want structured behavioral data before investing in development.
How our 360 Is Designed
Competencies are behaviorally defined and tied directly to role expectations and performance demands.
Feedback is gathered from selected rater groups with high working exposure to the leader.
Results are organized into segmented analysis that highlights alignment, gaps, and risk patterns.
We interpret data against role expectations rather than a generic benchmark.
Reports include clear definitions, structured scoring, and narrative interpretation.
The objective is not to generate volume of feedback but to produce disciplined, actionable clarity tied directly to role expectations.
Best Used When
A leader has recently been promoted, and expectations have shifted.
Performance outcomes are solid, but leadership impact is mixed.
There is tension between how a leader sees themselves and how others experience them.
Team friction or cultural inconsistency is limiting execution.
Succession planning requires objective behavioral insight.