A 360-degree feedback assessment shows a leader how they’re actually seen at work by the people around them: their manager, their peers, and the people who report to them. That full-view picture is hard to get any other way, and it’s one of the most useful things you can hand a leader who’s ready to grow.
We run 360 assessments using the Korn Ferry 360, built on the Korn Ferry Leadership Architect, one of the most robust competency models available. It surfaces richer, more usable insight than a standard self-assessment.
Contact us at [email protected] to get started! Tell us who you’d like to develop, one leader or your whole leadership team, and we’ll walk you through how a 360 assessment works.
What a 360 Assessment Measures
A 360 gathers feedback on the competencies, behaviors, and skills that matter for a leader’s role, from the people who see their work from different angles:
- Themselves, as a self-assessment to compare against how others see them
- Their manager
- Their peers
- Their direct reports
Put together, those views show where a leader is strong, where they have blind spots, and where to focus next, both for their current role and the one they’re working toward.
Benefits to Participants (Leaders)
- Self-awareness. A clear answer to “how am I doing on the things that matter?” and “what’s my reputation here?”
- Blind spots, surfaced. Specific, usable feedback they can act on, including strengths they didn’t know they had.
- A development focus. Direction on where to grow next.
Benefits to Organizations
- Support for the growth of leaders across the organization
- Group themes: the common strengths and development areas across a leadership team
- Aggregate data you can use to shape leadership development programs
- A practical input to succession planning and talent management
Who a 360 Assessment is For
360 assessments work best for the leaders you’re investing in:
- High potentials
- New leaders of leaders
- Direct reports of the C-suite
- Your leadership pipeline
- Your senior team
A 360 works best as a development tool. People give honest feedback when they know the goal is helping someone grow rather than scoring them, so we keep it separate from performance reviews and pay decisions. And we help each leader make sense of their results, so the feedback turns into a plan instead of a report that sits in a drawer.
Frequently Asked Questions
What is a 360-degree feedback assessment?
It’s a way of gathering feedback on a leader from the people around them: their manager, their peers, their direct reports, and themselves. Together, those views give a full-view picture of how the leader shows up at work.
Is the feedback confidential?
Yes. Honest feedback depends on it, so individual responses are kept confidential and shared back in aggregate.
Which 360 tool does EANE use?
The Korn Ferry 360, built on the Korn Ferry Leadership Architect competency model. It measures each skill against how important that skill is to the person’s role, so the results are tied to what actually matters in the job.
Is a 360 assessment the same as a performance review?
No. A performance review looks back at results and often affects pay. A 360 is developmental: it helps a leader see how they’re perceived and where to grow. We keep the two separate.
How does a 360 support succession planning?
The aggregate results show where your pipeline is strong and where it needs development, which helps you plan who’s ready for what, and what to build before they get there.
Who should take a 360 assessment?
The leaders you’re investing in: high potentials, new leaders of leaders, direct reports of the C-suite, and your senior team.