DEVELOPING LEADERS · 360 REVIEW
The 360 Review Leaders Actually Trust
Confidential, interview-based feedback, not a survey. Real conversations that tell leaders how they're actually experienced, plus a coached plan to act on it.
35+
YEARS EXPERIENCE
5,000+
LEADERS DEVELOPED
8
FEEDBACK PROVIDERS
11
BEHAVIORS MEASURED
THE PROBLEM
Why Leaders Stop Getting
Honest Feedback
The higher you rise, the less honest feedback you get and people filter feedback to their leaders. They soften the message and skip the uncomfortable conversations, even when they see opportunities for you to grow.
Left unchecked, that gap grows and Leaders develop blind spots that others see but they can’t. The 360 review provides candid insight into how you show up as a leader and the leadership experience people are having with you.
What this looks like
You lack self awareness around how you can grow
Team performance plateaus and you can't quite figure out why
Promotion decisions get made around you instead of about you
Talented people leave
You don’t benefit from understanding your leadership experience
THE PROCESS
What Is a 360 Review?
A 360 review gathers confidential feedback from the people closest to a leader: direct reports, peers, and key stakeholders to build a complete picture of their leadership strengths and growth areas.
We get feedback from personal interviews, and not online surveys that are soft and safe. There’s no forms, no rating scales, just real conversations with experienced consultants who know how to draw out real feedback that surveys miss.
WHAT MAKES US DIFFERENT
Not Another Survey-Based 360
1
Interview-Based
Real conversations, not forms or rating scale, feedback that's specific and actually actionable.
4
Development Plan & Journaling
Specific themes and actions are identified to create growth targets and journaling changes in leadership are discussed.
2
True Confidentiality
We're an outside partner, so feedback providers feel genuinely safe being fully honest and transparent with their feedback.
5
Follow-Up Coaching
Assures that the plan gets applied, improvements become reality, and confidence grows.
3
Behavioral Assessments
Conflict Management and Leadership Influence profiles across eleven behaviors that are evident in the feedback.
6
35+ Years of Growing Leaders
Hundreds of 360 reviews in all industries, at all levels of leadership, with visible and sustainable leadership growth.
Who This Is For
✓ New managers and first-time leaders adjusting to their authority
✓ Experienced leaders looking for real feedback on how they show up
✓ Leaders promoted from within and are leading former peers
✓ High potential leaders looking for their next level
✓ Leaders looking to understand what other people see in their leadership
How It Works
✓ Scoping
✓ Assessments
✓ Interviews
✓ Analysis
✓ Delivery
✓ Development Plan
✓ Follow-Up Coaching
Align on growth goals & feedback providers
Two behavioral assessments
8 feedback providers
Themes, strengths, blind spots, and targets
Private coaching conversation
Co-authored, specific targets
Ongoing, to assure growth against the targets
WHAT YOU’LL GAIN
What Leaders Take Away
Leaders Consistently Report:
✓ A clear, honest picture of how their leadership actually lands
✓ Specific blind spots identified, with a plan to address them
✓ A development plan with concrete goals, not vague
"areas for improvement"
✓ Increased confidence, grounded in real feedback
✓ Measurable behavioral growth that others see
✓ Increased self awareness for a better leadership experience
“A powerful way of uncovering the issues that hold us back, and providing feedback that helps get everyone into alignment."
Dave Hudson
President and CEO
FAQ
Frequently Asked
Questions
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Survey-based 360 reviews use standardized online questionnaires that produce numerical scores. Interview-based 360 reviews, like One On One HR's process, gather feedback through confidential personal conversations, producing detailed insights that are more specific, more honest, and more actionable. Leaders consistently report that interview-based feedback is more meaningful and easier to act on than survey scores.
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A typical 360 review engagement takes two to six weeks from start to delivery of the final feedback report and development plan. This includes scheduling and conducting interviews, completing leadership assessments, analyzing and summarizing feedback, and delivering feedback.
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Feedback is gathered from the people who work most closely with the leader, typically 8 individuals including direct reports, peers, supervisors, and other key stakeholders. We work with you to identify the right mix of feedback providers for the most comprehensive and useful feedback.
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Yes. All feedback is gathered by our external consultants, summarized anonymously, and never attributed to any individual, and the feedback roster is never known to the person getting the feedback. Because we are outside your organization, feedback providers consistently report feeling safe to share openly and honestly, far more than they would with an internal 360 process.