360 Degree Assessment

A 360 Degree Assessment is a structured feedback process that provides managers and leaders with a more complete view of their behaviour is experienced by others. Instead of relying on a single perspective, it brings together feedback from people who interact with the individual across different contexts - including managers, peers, direct reports, and other relevant stakeholders.
This helps uncover strengths that may otherwise go unnoticed, identify blind spots, and reveal perception gaps that can become powerful starting points for development. With multiple perspectives and feedbacks, 360 degree assessment brings a more holistic approach in going beyond performance conversation and creating deeper self-awareness for meaningful behaviour change.

How an individual perceives their own effectiveness is only one part of the picture, and it can often lead to a perception gap. 360-degree assessments help bridge that gap by providing clarity on how individuals assess themselves and how they are experienced by managers, peers, team members, and other stakeholders.

A broader understanding across these perspectives helps translate feedback into more informed talent and development decisions.

This assessment helps organizations:

• Build greater self-awareness among leaders and employees
• Assess leadership and managerial effectiveness
• Identify competency and capability gaps
• Enable more meaningful development and coaching conversations
• Support leadership development and talent growth
• Inform succession and high-potential development decisions
• Strengthen feedback and accountability across the organization

When feedback is connected to the right development support, it becomes more than an assessment. It becomes a starting point for sustained growth and behaviour change.

1. Understand the Organizational Context

   We begin by understanding your organization's goals, the population being assessed, and the outcomes you want to achieve. Whether the objective is leadership development, capability building, succession, or targeted development, the assessment is designed around the context that matters to your organization.

2. Define What Matters

   The assessment is aligned to the competencies, behaviours, and capabilities relevant to the role or organization. We can work with your existing competency framework or help structure the areas that need to be measured.

3. Identify Relevant Perspectives

   Participants receive feedback from multiple stakeholders who experience their work in different ways. This may include:

   • Self
   • Reporting Manager
   • Peers
   • Direct Reports
   • Senior Stakeholders
   • Internal or External Stakeholders, where relevant

   The feedback structure can be designed based on the level of insight required.

4. Confidential Feedback Collection

   Feedback is collected through a structured and confidential process. Raters evaluate observable behaviours and competencies based on their experience of working with the participant, helping create a more balanced and comprehensive picture.

5. Insightful Reports & Perception Analysis

   Individual reports bring together feedback from different perspectives, highlighting key strengths, development areas, and gaps between self-perception and how others experience the individual.

   These insights help participants understand not just what they need to develop, but also how their behaviour and impact are perceived by others.

6. Guided Debriefs & Development Planning

   Feedback becomes most valuable when individuals have the opportunity to reflect on and interpret it. Guided debriefs can help participants make sense of their insights, identify meaningful priorities, and create focused development plans.

   The outcomes can then be integrated with coaching, leadership development, learning journeys, and other talent interventions.

Turn feedback into potential for growth. A 360 Degree Assessment provides the greatest value when insights lead to action.

The assessment is especially useful for:

• Senior leaders and leadership teams
• Managers and people leaders
• High-potential employees
• Participants in leadership development programs
• Individuals preparing for larger or more complex roles
• Succession and talent development populations
• Teams undergoing transformation or change
• Organizations building a stronger feedback culture

From identifying hidden strengths and blind spots to creating focused development priorities, 360 Degree Assessment helps organizations develop a clearer picture of the people behind performance.