When Your Feedback Isn't Landing, Let Their Team Tell Them
You've given them the same feedback multiple times. Nothing changes. They don't believe the problem is real—or they think you're being too critical.
The 360 Leadership Assessment delivers the truth they can't ignore.
Watch Amplifying Impact episode detailing the 360 Leadership Assessment
You Know a Leader Who Needs This
They think they're doing great. Their team tells a different story.
Sound familiar? You're dealing with a leader who:
Receives the same feedback repeatedly but dismisses it as subjective or unfair
Behaves one way in your presence, completely differently when you're not around—the team reports a different person
Can't see the gap between their intentions and their impact on the team
Loses good people but blames external factors instead of looking inward
Delivers results but damages relationships in the process
Genuinely believes they're leading with integrity while their team experiences inconsistency, broken promises, or misaligned values
Here's the reality: They won't hear it from you. But they can't ignore it when it comes from everyone around them.
That's where the 360 Leadership Assessment changes everything.
The 360 Leadership Assessment:
Anonymous Truth, Systematic Growth
A 360 Leadership Assessment gathers confidential feedback from multiple perspectives—supervisors, peers, and direct reports—revealing the gap between how leaders perceive themselves and how others experience their leadership.
This isn't generic training. This is specific, personalized clarity that exposes blind spots and creates a roadmap for transformation.
Why This Works When Direct Feedback Doesn't:
✓ Anonymous and confidential—people tell the truth when they know it can't be traced back to them
✓ Multi-perspective validation—when 8-12 people from different levels report the same patterns, it's not bias, it's reality
✓ Data-driven objectivity—removes "he said, she said" dynamics and replaces them with quantifiable evidence
✓ Facilitated by a trusted third party—we deliver difficult truths with compassion and context
✓ Actionable development plan—we don't just hand over data and walk away; we build a systematic plan for change
Our Process: From Blind Spots to Breakthrough
When you engage Amplifying Impact Events to facilitate a 360 Leadership Assessment, here's exactly what happens:
Step 1: Pre-Assessment Consultation (30 minutes)
We meet with you and the leader to set expectations, explain the process, and select 8-12 participants who represent a complete view of their leadership.
Step 2: Assessment Administration (1 week)
We handle everything—distribution, collection, and guaranteed anonymity. The assessment includes 20 quantitative questions and open-ended feedback focused on integrity, communication, consistency, and influence.
Step 3: Analysis & Report Creation (1 week)
We compile responses into a comprehensive 15-20 page report that includes:
Average scores by question and rater category
Self-perception vs. others' perception comparison
Key themes from qualitative feedback
Top 3 strengths and top 3 development areas
Specific, anonymized examples
Step 4: Debrief Session (90-120 minutes)
This is where transformation begins. We walk the leader through the data, help them process difficult feedback without defensiveness, explore root causes, and build a systematic development plan using the H.A.S. Analysis Framework (Habits, Actions, Systems).
Step 5: 90-Day Follow-Up Framework
We provide structured check-ins at 30, 60, and 90 days to ensure accountability and measure progress. Optional mini-reassessment at 6-12 months tracks measurable improvement.
This isn't a one-and-done exercise. This is the beginning of a systematic development journey.
Is the 360 Right for Your Leader?
The 360 Leadership Assessment is most effective for leaders who:
Have been given direct feedback, but don't believe it's accurate
Show a disconnect between their behavior with leadership and their team
Are high performers whose leadership style creates collateral damage
Scored lowest in "Influence with Integrity" on the IMPACT Leadership Assessment
Are being considered for promotion, but have blind spots that need addressing first
Genuinely want to grow but lack self-awareness about where to focus
Not recommended for:
Leaders in active performance management or termination processes (this is developmental, not evaluative)
New leaders who haven't been in a role long enough for meaningful feedback
Situations where anonymity cannot be guaranteed (teams smaller than 5-6 people)
Individual Leader 360 Assessment:
Includes:
Pre-assessment consultation
Complete assessment administration (up to 12 participants)
Comprehensive feedback report (15-20 pages)
90-120 minute debrief session
H.A.S. Development Plan
90-day follow-up framework
Leadership Team 360 Package:
Contact us for volume pricing for multiple leaders or full leadership teams.
Frequently Asked Questions
Q: How is this different from a performance review?
A: Performance reviews are evaluative and tied to compensation or promotion. The 360 is purely developmental—it's designed to create self-awareness and growth, not to punish or reward.
Q: What if my leader gets defensive or dismisses the feedback?
A: That's exactly why we facilitate the debrief session. We've walked dozens of leaders through difficult feedback. Our job is to help them process it constructively, not defensively, and turn data into actionable change.
Q: How do you guarantee anonymity?
A: We administer the assessment, collect all responses directly, and compile the data before presenting it to the leader. The responses are randomize, removing any clues to prevent the leader from trying to “guess who that was.” We require a minimum of 3 respondents per category (peers, direct reports, etc.) so individual responses cannot be identified.
Q: How long does the process take?
A: From initial consultation to debrief session, approximately 3-4 weeks. The 90-day follow-up framework extends over the following quarter.
Q: Can we run this internally without a facilitator?
A: You can, but we don't recommend it. External facilitation ensures credibility, objectivity, and skilled navigation of difficult conversations. Leaders are far more likely to accept and act on feedback when it comes from a trusted third party.
Q: What if our team is too small for anonymity?
A: If you can't guarantee at least 3 respondents per category, the 360 may not be appropriate. We can discuss alternative feedback approaches that still create clarity without compromising confidentiality.