Performance
360 Diagnostic
A leadership 360 built around your framework, run at the start and again at the close.
Why you'd want this
Most 360s measure people against a generic model, gather opinions once, and stop. The report lands as interesting and changes nothing, because it compares a leader to somebody else's idea of leadership rather than to what your organisation actually needs.
We build the question set around your leadership values and behaviours, the priority capability areas that came out of discovery, the challenges your leaders are facing now, and the outcomes you're chasing. Then we run it twice: once at the outset to set a real starting point, and again at the close, so the shift in behaviour is evidenced rather than asserted.
Every participant gets a facilitated debrief as well as a report, because a report nobody talks you through is a report nobody uses. And the instrument is yours to keep, edit and evolve, with no platform licence and no per-seat fee.
Where we support
- Baseline: The 360 runs before the development work starts, so there's a real starting point rather than a remembered one.
- Debrief: A facilitated one-to-one session that turns a set of results into a clear development focus, supportive and direct.
- Embed: The insight shapes coaching, content and governance conversations while the programme runs, rather than sitting in a folder.
- Remeasure: It runs again at the close, so you can show evidence-based shifts in behaviour.
- Design and ownership: We build the question set, the scale and the reporting around your framework, then hand all of it over.
How it will benefit you
- A rounded view: Managers, peers and reports show you how leadership is actually experienced, not how it's intended.
- Evidence, not impressions: Measuring twice gives you proof of real behaviour change over the life of a programme.
- Individual against systemic: It separates a personal development gap from a barrier the organisation is putting in everyone's way, and the second one isn't fixed by coaching.
- Development people act on: One or two priority areas with practical recommendations, not a list of fourteen that guarantees nothing changes.
- No lock-in: Your questions, your scale, your framework, with no licence to renew.
Who to talk to at Five
Make delivery inevitable.
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