360° leadership competency assessment
Leaders need feedback that helps them grow
In a daily work environment, open feedback does not always reach the leader. Team members might withhold something, colleagues may only see the part of the situation, and leaders themselves often judge their behavior based on their intentions rather than the impact they create.
The 360° evaluation method brings together different perspectives: the leader’s own, their line manager’s, peers, and direct reports. The result is not a verdict or a popularity contest. It acts as a mirror, helping the leader consciously decide which behaviors to reinforce and what to change.
What are the benefits of a 360° leadership competency assessment?
- Reflects the actual effect of a manager’s leadership style on the team, colleagues, and their direct manager
- Helps clearly identify leadership strengths and notice blind spots
- Reveals gaps between the leader’s self-perception and the experience of others
- Pinpoints 1–3 key skills worth developing first
- Provides an objective foundation for targeted leadership development planning and a more effective allocation of the development budget
We evaluate observable, day-to-day leadership behaviors
Leading self
Personal growth, work ethic, emotional intelligence, and self-management
Leading people
Communication, relationship building, feedback, people development, delegation, accountability, and teamwork
Leading the business
Goal planning and execution, results orientation, decision-making, and driving innovation and change
Frequently asked questions
What do you need to know before getting started?
Here are answers to the most common question from participating leaders.
Didn’t find yours? We can answer it during a 30-minute introductory call.
It’s suitable for executive, middle and line managers, as well as project and functional leaders. It is especially valuable when planning leadership development, preparing for expanded responsibilities, or measuring progress after a leadership program.
The leader, their direct manager, peers and direct reports
Feedback from peers and direct reports are presented in aggregated form. Clear reporting format and confidentiality rules are agreed upon and presented to all participants before starting.
Yes. We can adapt the Addelse questionnaire to align with your existing leadership competency model, company values and expectations for different management levels
The leader identifies key development priorities and actionable next steps. Options for next steps include 1-on-1 coaching, targeted training programs, group development programs, or a follow-up assessment.