Our Diagnostic Suite › LEADERSHIP AND 360 FEEDBACK
Leaders are assessed on results. But results are produced through people.
How a leader is received by their teams influences culture, trust, engagement, and the quality of execution. It determines whether talent is strengthened, retained, or lost.
- Globally Trusted. Rigorously Validated.
Multi-rater feedback that leaders actually use.
Our diagnostic suite is built on assessments that are globally validated, ethically certified, and deployed across some of the world’s most demanding leadership environments. The 360 feedback you give your leaders should match.
72%
Of leaders overestimate their effectiveness in at least one critical competency area.
3x
Greater development impact when feedback is multi-source rather than manager-only.
89%
Of organisations using 360 feedback report measurable improvement in targeted leadership behaviours.
- The Leadership and 360 Feedback Suite
Three diagnostics. One direction: honest, structured, multi-source feedback.
Three 360 diagnostics, each built for a different layer of leadership development, competency, behavioural style, and emotional intelligence.
Leadership Effectiveness 360
Comprehensive leadership competency feedback from every direction, benchmarked, interpreted, and built for action.
Most leaders receive feedback upward, from a manager, during a performance review, in a format more diplomatic than honest. Leadership Effectiveness 360 changes the direction entirely. It gathers structured feedback on leadership competency from direct reports, peers, and superiors simultaneously, then maps all three perspectives against the leader’s own self-assessment to reveal exactly where the gaps are and exactly what they cost. The diagnostic organisations use when they are serious about leadership effectiveness.
What This Diagnostic Measures
- Leadership competency across core behavioural dimensions
- Self-assessment versus direct report, peer, and manager ratings
- Perception gaps and their organisational consequences
- Leadership blind spots and underutilised strengths
- Benchmarked competency ratings across rater groups
- Prioritised development actions tied to real impact
Best for Organisations running leadership development programmes, HR and L&D teams building evidence-based development plans, and coaches who need the full picture before the first session.
Multi-rater feedback Leadership competency Perception gaps Blind spots Development planning
DISC 360
How your behavioural style is actually experienced by the people who work with you every day.
A leader can know their DISC profile perfectly and still be completely unaware of how their behavioural style actually lands with others. DISC 360 closes that gap. It gathers structured rater feedback from colleagues, direct reports, and supervisors on how they experience the leader’s behaviour, then maps it directly against the leader’s own self-assessed style to surface the differences that matter most. Where the standard DISC tells a leader how they are wired, DISC 360 tells them how their wiring plays out in the real world, under pressure, in conflict, in collaboration, in leadership moments that define how trust is built or lost.
What This Diagnostic Measures
- Self-assessed DISC style versus rater-perceived style
- Behavioural blind spots across all four DISC dimensions
- How style shifts under pressure as experienced by others
- Communication and influence style as raters experience it
- Rater-specific feedback across peer, direct report, and manager groups
- Behavioural adaptation opportunities with the highest team impact
Best for Organisations with an existing DISC culture looking to deepen impact, leaders who want accountability on behaviour change, and coaching engagements where real-world behavioural data is the turning point.
DISC multi-rater Behavioural blind spots Style under pressure Coaching accountability Team impact
Emotional Intelligence 360
Multi-rater EQ data that surfaces what others experience but leaders rarely hear directly.
Of all the gaps in leadership self-knowledge, emotional intelligence is the one organisations pay for most dearly, in disengagement, broken trust, failed culture change, and talent that walks out the door without explaining why. Leaders who are low in EQ rarely know it. The signals are there, in team dynamics, in retention patterns, in the conversations that never happen, but no one tells them directly. EQ 360 makes those signals explicit, gathering structured feedback from the people who experience a leader’s emotional intelligence in real time.
What This Diagnostic Measures
- Self-rated EQ versus multi-rater EQ perception
- Emotional regulation as experienced by the team
- Empathy and social attunement from rater perspective
- EQ blind spots costing trust and team performance
- Hidden EQ strengths the leader is not leveraging
- Priority EQ development areas by rater consensus
Best for Senior leaders where EQ impact is organisational in scale, coaching engagements where emotional self-awareness is the core focus, and organisations addressing culture, trust, or retention challenges at the leadership level.
EQ multi-rater Emotional regulation Trust and culture Retention Senior leadership
- What Our Clients Are Saying
“The Leadership Effectiveness 360 gave our senior team the kind of feedback that no performance review process had ever produced. Leaders who had been with us for years were genuinely surprised by what they learned. The debrief alone shifted three critical relationships.”
O. Adeyemi
Group HR Director, Pan-African Conglomerate
“We had been using DISC for two years. The DISC 360 took everything we thought we understood about our leaders and added the dimension that was always missing: how their teams actually experience them. The difference in our coaching conversations was immediate.”
C. Nwosu
Head of Leadership Development, Financial Services
“One of our highest-performing directors was quietly destroying the culture beneath him. The EQ 360 made it visible in a way that was undeniable and non-personal. He became one of our most self-aware leaders within six months. We nearly lost him before this tool saved the situation.”
P. Mensah
CEO, Professional Services Firm
“What separates Leadership Intelligence 360 from other providers is what happens after the report. The debrief and the development conversation are where the real work lives. Our leaders do not just get data. They get a roadmap.”
F. Okafor
L&D Lead, Energy Sector
Ready to give your leaders the honest feedback that changes everything?
Talk to a consultant. We match the right 360 tool to your leadership challenge.
