360 Leadership Assessments
The 360 as a strategic investment, not a checkbox.
What is a 360 Assessment?
What's actually happening, not just what's being reported up.
A 360 assessment gathers structured feedback on a leader from the people around them — peers, direct reports, stakeholders — to surface a clearer picture than any single perspective can offer, including the leader's own. Done well, it's one of the fastest ways to see a leader the way their team actually sees them.
Cadence's 360 process is built to go deeper than most. Leaders who've been through one consistently say the same thing: they didn't expect it to open up as much as it did.
How Our Approach Works
Every 360 reaches further than one leader.
A single 360 typically brings in between eight and eleven people from across a leader's organization — a scale of engagement that most assessments don't reach. That's not incidental; the insight a 360 generates benefits more than the person being assessed; it gives the organization around them a clearer picture too.
This is worth considering proactively, not just when something has already gone wrong. Bringing in a 360 ahead of a transition, a promotion, or a team restructure signals a leader who wants clarity before it's forced on them — not a remedial step.
We interview the people around you.
Peers, direct reports, and stakeholders — up to 12 people. Conducted by a Cadence coach. Confidential, qualitative, and built to surface what surveys can't.
We build a narrative report.
Not a dashboard. A written account of how you're experienced — themes, patterns, and specific behaviours the data actually supports. Honest without being brutal.
We debrief and build a path forward.
A structured debrief with your coach, followed by a development plan grounded in what came out of the 360. Most leaders continue into coaching from here.
Frequently Asked Questions
What you can expect from a 360 assessment.
How long does the process take?
How long does the process take?
Most individual 360 assessments on average take about 6 weeks from the initiation email to debrief. Timing depends on participant availability and scheduling. The process includes participant nomination, confidential interviews, report development, and a debrief session with a Cadence Coach. Team 360 timelines vary based on team size and scope but typically fall within a similar range.
How many people do I need to nominate, and who should they be?
How many people do I need to nominate, and who should they be?
For an individual 360, we interview a participant group of 8 to 11 people. The strongest assessments include a mix of leaders, peers, collaborators, and direct reports. This provides a well-rounded view of how you show up across the organization. We work with you to identify a participant group that reflects your role, responsibilities, and leadership context. Where appropriate, your manager may also provide input to ensure the right mix of participants.
What does it cost?
What does it cost?
Every 360 assessment is tailored to the individual or team. Investment depends on factors such as the scope of the assessment, the number of participants, and whether coaching or team development services are included. We can provide a detailed proposal once we understand your goals and timeline.
How is confidentiality protected for participants?
How is confidentiality protected for participants?
Confidentiality is a cornerstone of our process. All feedback is collected through one-on-one interviews conducted by experienced Cadence 360 Analysts. Individual comments are never attributed to specific participants. Reports focus on themes and patterns that emerge across multiple interviews. We do not include direct quotes, and feedback is only included when it appears consistently across multiple participants. This approach encourages honesty while protecting confidentiality.
What happens after the report is complete?
What happens after the report is complete?
Every 360 assessment includes a debrief with a Cadence Coach, who helps you process the feedback and identify priorities for development. A 360 Analyst also attends to answer questions about the report and provide clarity on the findings while protecting participant anonymity.
Many clients choose to engage with executive coaching to turn insights into action. Coaching is not mandatory, but it is where the greatest value is realized. The assessment provides clarity; coaching helps build the habits, behaviours, and accountability needed to create lasting change.
The Team 360+ includes an extended debrief and facilitated action-planning session to help the group identify specific next steps. Clients also frequently pair their assessment with one of our leadership development courses to reinforce learning and accelerate progress.
How can I prepare for a 360 assessment?
How can I prepare for a 360 assessment?
A 360 assessment gives you a clearer understanding of your strengths, identifies blind spots, and uncovers opportunities for growth that support your ongoing leadership development. To get the most value from the process, approach it with curiosity and an open mind. Choose participants who know your work well, take time to reflect on your leadership, and be ready to receive both positive and constructive feedback.
Got more questions? Talk to our team.
Leading with Purpose + 360 Assessments
The clearest view of your team, and a plan to move it forward.
A 360 Assessment and our Leading with Purpose course solve two different problems — and together, they solve both at once. The 360 surfaces what's actually happening across a team: the patterns, blind spots, and unspoken friction that don't always show up in day-to-day conversation. Leading with Purpose takes that picture and turns it into something the team can act on together — a working alliance, a shared mission, and a strategy built by the people who have to carry it out. It's the combination we recommend most: an honest starting point, and a clear direction from it.
The results were right on the money; they were well written up (clear and concise) with an actionable direction.
Executive Leader
