A multi-source 360 across ten leadership competencies — the 'Doing' layer of the assessment suite. Surfaces the gap between self-view and how you actually land, grounded in the 5D model.
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.
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.
Objective assessment delivers the strongest ROI of any leadership-development method: DDI's Global Leadership Forecast 2025 — 24 years of research across 10,796 leaders — finds 54% of companies report strong ROI from leadership assessments, and pairing assessment with coaching makes leaders 1.8× more likely to be top-10% financial performers. This suite is grounded in Stuart Andrews' 25 years of practice and his book The Leadership Shift, built on the 5D Transcending Leadership Model, and read against a benchmark base that grows with every completed assessment.
How many raters do I need? Enough to give a rounded picture — in practice your manager plus several peers and several direct reports. The more perspectives in each group, the more balanced and reliable the read. Ratings are attributed rather than anonymous: you see how each reviewer rated you, which is part of what turns the debrief into a real conversation instead of a guessing game.
Is rater feedback anonymous, or attributed? Attributed, by design. You see how each reviewer rated you — because this is a coached development instrument with a proper debrief, not an anonymous HR survey. Candour here comes from the process, not from hiding identity: the feedback is confidential to the engagement and kept entirely separate from pay and promotion, which is what lets people be honest and own what they said.
Is this a performance review? No. The Leadership 360 is developmental, not an appraisal. It is deliberately kept separate from pay and promotion decisions, because the moment raters think their feedback affects someone's compensation, candour disappears. The output is for the leader's growth, not for a review file.
How is this different from a generic 360 tool? It is tied to the 5D Transcending Leadership Model and to the wider suite, and it is attributed and coach-led rather than an anonymous score. The ten competencies connect directly to who the leader is (SA-EPSA) and how their team works (Team Effectiveness), rather than floating as a standalone number — so you get the self-versus-others gap in a frame that tells you what to do next.
What do I get at the end? A report that lays the leader's self-view against how managers, peers, and direct reports actually experience them across ten competencies, highlights the widest perception gaps, and names the development focus with the most leverage — delivered to support a proper debrief, not just emailed as a score.