The Doing Layer
The Leadership 360
"How does this leader actually behave — in others' eyes?"
Identity is who you are; behaviour is what others experience. The Leadership 360 gathers the view from every direction across ten competencies — and shows you the gap between how you see yourself and how you land.
Why it matters
The gap between intent and impact is where leaders derail
A leader's self-view is never the whole truth. The research is consistent: leadership behaviours measured in a 360 directly predict team performance, engagement, and the retention of your best people. When a leader can finally see the gap between how they intend to land and how they actually do, that gap becomes the single most actionable thing in their development — and closing it shows up in their team's results.
The cost of not knowing
- Costly voluntary turnover on teams led by leaders with unseen blind spots
- Succession decisions made on reputation rather than a 360-degree read
- Behaviour that derails a career the leader never saw coming
What knowing gives you
- ✓The blind spot made visible — the most actionable thing in a leader's development
- ✓Succession and promotion calls backed by a 360-degree read, not reputation
- ✓A behaviour delta at re-assessment your board will accept as proof it worked
The method
Not another assessment. A process that creates change.
"Most assessments end at the debrief. This one starts there."
Start with context
We begin with what you're actually navigating — the decision, the pressure, the moment — not a score in a vacuum.
A calibrated read
An objective, benchmarked measure of how leadership shows up under real conditions — not a self-perception snapshot.
Triangulate the view
Your self-rating meets multiple informant views, so the picture converges on reality instead of resting on one opinion.
In your language
Scored against Stuart's 5D model — one architecture across leader, team, and organisation — not a generic off-the-shelf list.
End in action
Every report resolves into prioritised, routed next moves and a re-measure loop — so the insight drives change, not a drawer.
One architecture, four altitudes
The Assessment Suite
Being → Doing → Team → System. Four assessments, one continuous architecture, all grounded in the 5D Leadership Architecture.
Being
SA-EPSA
Who the leader is
Doing · you are here
Leadership 360
How the leader behaves
Team
Team Effectiveness
How the team works
System
Organisational Maturity
What the organisation is
What it measures
The dimensions
People & Relationships
How you connect with, develop, and influence the people around you.
Execution & Business
How you own outcomes and drive value for the organisation and its customers.
Judgment & Risk
How you decide and manage risk under pressure and ambiguity.
Growth & Network
How you learn, adapt, and leverage your network to extend impact.
Who it's for
Built for leaders who are done with generic
Leaders ready for candid, multi-source feedback
Organisations running structured leadership development
Executives who suspect a gap between intent and impact
What you get
A report that actually lands
Self vs others, side by side
Every competency scored by you and by your raters, with the gap made visible.
Blind spots & hidden strengths
Where others see you very differently from how you see yourself — in both directions.
Rater-group differences
How managers, peers, and reports each experience your leadership.
A 90-day development plan
Prioritised, specific, and tied to the framework — not a list of platitudes.
The evidence
Objective assessment is the highest-ROI development method there is
Grounded in Stuart Andrews' 25 years of practice and his book The Leadership Shift, and backed by DDI's Global Leadership Forecast 2025, the largest leadership study of its kind.
of companies report strong ROI from objective leadership assessments — outpacing every other development method.
DDI Global Leadership Forecast 2025more likely to be a top-10% financial performer when assessment is paired with coaching.
DDI Global Leadership Forecast 2025of top financial performers use assessments — versus 46% of organisations overall.
DDI Global Leadership Forecast 2025Proof, not promises
How you'll know it worked
A 360 is the canonical way to measure leadership behaviour change. Run it before a development cycle and again twelve months on, and the deltas — corroborated across managers, peers, and reports — are the hard evidence that development was more than theatre.
Signals to track
- ✓Positive 360 deltas at 12-month re-assessment, across rater groups
- ✓The self-vs-others gap narrows on the leader's blind-spot dimensions
- ✓Engagement and retention improve on the leader's team
How this is different
Not another off-the-shelf assessment
How it works
Three steps to the truth
You self-rate; raters rate you
Managers, peers, and direct reports respond to the same ten-competency instrument.
Perception gaps are computed
The engine surfaces where your self-view and others' views diverge most.
You get your 360 report
A designed, de-identified report with a concrete development plan.
Frequently asked questions
See yourself as others do
Add the Leadership 360 to your organisation's assessment suite.