360-Degree Leadership Evaluations
Gather structured, confidential feedback from peers, reports, and managers into a single, actionable picture of executive and supervisory impact - calibrated to remove blind spots without flattening nuance.
A 360-degree evaluation is the most honest mirror a leader will ever look into. It gathers feedback from the people who see you every day - your manager, your peers, your direct reports - and surfaces the patterns you cannot see from inside your own perspective. Done well, it is transformative. Done poorly, it is a popularity contest.
Brian designs 360 evaluations that are structured, confidential, and calibrated to your organization's leadership language. We tie the feedback to the RPM Framework so the insights translate into development priorities, not just a score on a page.
Multi-Angle Feedback
Gather structured input from the people who see your leadership every day - up, across, and down the organization.
Confidential & Honest
Anonymized responses and calibrated questions ensure the feedback is honest, not diplomatic.
Actionable Development
Every 360 closes with a concrete development plan tied to the RPM Framework, not just a report.
Blind Spot Removal
Surface the gaps between how you see yourself and how others experience you - the gaps that limit your impact.
How 360 Evaluations Work
We design a custom 360 survey around your leadership competencies and the RPM Framework. Each participant - typically 8 to 12 people including the leader's manager, peers, and direct reports - completes the survey confidentially. Brian then compiles the results and facilitates a debrief that turns the data into a development plan.
For organizations, we can run 360s across a leadership cohort to identify patterns and development priorities at the team level, not just the individual.
Who Should Use 360 Evaluations
Executives and senior managers who want honest feedback on their leadership impact, organizations building a leadership development program, and teams preparing for a cultural or operational shift. If you have never run a 360, start with your senior leadership team.
Questions We Hear Most
What is a 360-degree evaluation?
A 360 gathers structured, confidential feedback from the people who see your leadership every day - your manager, your peers, and your direct reports - and compiles it into a single picture of your impact. It surfaces the gaps between how you see yourself and how others experience you.
Are 360 evaluations confidential?
Yes. Individual responses are anonymized and aggregated. The leader sees themes and patterns, not who said what. That confidentiality is what makes the feedback honest enough to be useful.
How often should we run 360 evaluations?
For individual leaders, annually or at the start of a coaching engagement. For leadership teams, we recommend a baseline 360 followed by a follow-up 12 to 18 months later to measure the lift from development efforts.
Ready to deploy 360-degree leadership evaluations?
Gather structured, confidential feedback from peers, reports, and managers into a single, actionable picture of executive and supervisory impact - calibrated to remove blind spots without flattening nuance.