360 Leadership Assessments for Teams & Individuals
The Cadence 360 leadership assessment program can help individuals enhance their personal leadership skills. Our Team 360 can identify your team’s areas for growth and, with the Team 360 Plus, help develop a plan for improvement.
What is a 360 leadership assessment?
A 360 leadership assessment is a feedback tool that collects evaluations from a leader’s peers, subordinates, supervisors, and self. It measures leadership competencies, communication, emotional intelligence, and performance. This full-circle approach helps leaders identify strengths, uncover blind spots, and create development plans.
The Cadence approach is unique in that, rather than using surveys, our 360 writers go deeper through one-on-one phone interviews. You identify the pools of participants to be interviewed, and only their feedback is considered in our analysis and report.
We take a holistic approach by investing more time into data collection, making room for candour and nuance. Our reports are based on thematic analysis, which looks for patterns within the data collected. Reports are also organized into several sections, with “areas of strength” and “areas for growth” as identified by the participants.
Why a 360 assessment?
Self-awareness is necessary to be the greatest version of ourselves – how easily we access our values, thoughts, behaviours, and ways we view the world. Self-awareness is one of the most crucial traits for today’s leaders, and developing this clarity enhances performance and accountability and improves relationships, among many other benefits. However, self-awareness can only take us so far.
Knowing the perception of how we’re viewed by others is critical to our professional development. To succeed in a business environment, you must understand how you show up to others.
360 leadership assessments offer a glimpse of yourself beyond your own self-awareness.
What Are the Benefits?
- Insight into how others see you, beyond your own level of self-awareness debriefed by a Cadence coach.
- Improves performance and accountability and strengthens relationships.
- 60-minute debrief with team leader led by a Cadence coach.
- Identifies areas where teams can grow as well as ideas on how to bridge gaps.
- Includes 90-minute debrief with Cadence coach for leader and team members.
- Help developing an action plan with clear steps and specific strategies.
How a Cadence 360 leadership assessment is different
The Cadence approach offers a unique value proposition for leaders looking for more. Each experience is hands-on, transformational, and a vital cornerstone for our coaching program. Where most 360s use limiting surveys, we go deeper than any survey can through one-on-one phone interviews with our seasoned 360 writers. We make space for candour and nuance to fully uncover opportunity and amplify potential.
We recognize that feedback is personal and can feel uncomfortable. Entering into a 360 assessment can feel the same way. This is why our method, in collecting the data and in the environment we create, ensures you feel supported and seen.
The reports we generate are based on thematic analysis, a form of qualitative research focusing on finding patterns within data. We take a holistic approach by investing more time into our data collection and applying a human touch to the process. We want to understand you and your environment better. In doing so, we can provide specific, game-changing feedback that will move the needle and help you on your career trajectory.
What you can expect
The data sourcing for our 360 reports is based on a pool of participants nominated by you.
All feedback is collected through one-on-one interviews, and only your selected participants have the opportunity to provide feedback.
No participant feedback appears verbatim in the report; only feedback and themes heard three times or
more during interviews are included. This approach minimizes the chance of capturing outlier behaviour that could be atypical or associated with a specific event.
Once interviews are completed, our 360 writers create a report based on identified themes that reflect two areas:
Areas of strength – Competencies you display that are perceived to contribute to your success at work. A competency may refer to a behaviour, skill, attribute, or attitude.
Areas for growth – Competencies that are not yet fully developed, overused, or underutilized strengths or behaviours that may hinder work success.
We then provide you with the report to review ahead of a debriefing call with a Cadence Coach to go over the analysis. Your participation is integral to this conversation and creating an action plan for coaching and growth.
Our 360 leadership assessment process provides a window into your current space as a leader. It will help you customize your own roadmap to better leverage strengths, fill gaps, and address blind spots.
The goal is to become your greatest self, and the 360 is a valuable tool to help you get there.
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?
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?
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?
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?
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?
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.