360 Degree

In Short

Structured multi-rater assessment for leadership development
Best for: 360-degree assessment tool
360 Degree is a structured tool for coaching and facilitation. Structured multi-rater assessment for leadership development. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: 360-degree assessment tool
Expected outcomes:
- Improved ability to structured multi-rater assessment for leadership development
- A concrete action or development plan to take forward from the 360 Degree process

In Detail

360 Degree is a diagnostic instrument designed to help coaches, leaders, and facilitators structured multi-rater assessment for leadership development. It sits within the category of 360-degree assessment tool, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, 360 Degree is delivered as a 1-step process. The process begins by a validated multi-rater assessment covering leadership or management competencies from multiple stakeholder perspectives. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

360 Degree is particularly valuable when objective data is needed to anchor a coaching conversation. Assessments reduce the risk of coaching being driven solely by the coachee's self-perception, introducing external reference points that open up new lines of inquiry and development.

How to Use

Same as Row 3. A validated multi-rater assessment covering leadership or management competencies from multiple stakeholder perspectives, debriefed with a coach.

Pros and Cons

Pros	Cons
Provides objective, data-driven insights that reduce reliance on self-perception alone Creates a concrete baseline for measuring development progress over time Gives the coachee language and evidence to discuss development needs with stakeholders	Requires validated instruments and trained practitioners to administer and interpret correctly Results can be threatening or demoralising if not framed carefully by the coach Data reflects a point-in-time snapshot and may become outdated as context changes

Created by Various (CCL, Korn Ferry, DDI)

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching
Leadership Development	✓
Facilitation / Workshop	✓
Online / Virtual

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