Who LEADBeyond 360° is built for
The assessment is designed for environments where leadership visibly changes under pressure – above all consulting and professional-services firms, where client, partner and project pressure act on leadership behaviour every day. It serves HR, talent and leadership-development teams who want to run a leadership 360° with substance, and executive-development functions that want coaching grounded in structured data.
- Managing Partners, Practice Leaders, executive teams: developing senior consultants, managers and future partners – see 360° feedback for consulting and professional-services firms.
- CHROs, Heads of Talent, Leadership Development: a programme that enforces anonymity and confidentiality in the system rather than just promising them, while keeping the HR process manageable – see confidentiality and data protection.
- Executive coaches and development functions: a report that structures the coaching conversation instead of drowning it in numbers.
What is measured
The model follows a causal chain: Belief → Capability → Trigger → Behavior → Outcome. Well-being acts as an energy buffer across the whole system and shapes how quickly triggers take hold. The methodology page explains the structure in detail.
| Layer | Question | Who rates |
|---|---|---|
| Belief | What do I believe about leadership? | Self only |
| Capability | What could I do if I chose to? | Self + all rater groups |
| Trigger | What throws me off under pressure? | Self only |
| Behavior | What do I actually do? | Self + all rater groups |
| Outcome | What effect does my leadership have? | Self + all rater groups |
| Well-being | How much energy do I have for it? | Self (beliefs) + 360° (behaviour) |
In content terms the questionnaire covers 12 progressive leadership dimensions in three pillars (self-leadership, leading teams, leading change), 7 limiting tendencies – such as perfectionist control, harmony-seeking or decision avoidance – and 5 stress and defense patterns. 99 quantitative items on a six-point scale without a midpoint, plus three open questions (stop, start, continue) for raters.
How a programme runs
- Set-up with your consultant: objectives, participant group, rater groups, anonymity threshold and timeline per cycle. HR can draft cycles and add participants; methodology settings and activation stay with the consulting team.
- Rater nomination: by the leader, by the consulting team, or both – with recommended minimums per group (supervisors, peers, direct reports). How to select raters explains the trade-offs.
- Survey: self-assessment in about 18 minutes, rater feedback in 10 to 15 minutes, on mobile and desktop, with autosave and automatic reminders.
- Aggregation and review: the platform aggregates under the anonymity rules; a consultant reviews every report, adds annotations and releases it.
- Debrief and development: the report with twelve interactive views and PDF export is the basis for the development conversation or coaching. Repeat cycles show change over time.
What the report shows
Twelve views lead from the summary to the individual item: executive summary, the progressive dimensions as a radar, the link between beliefs and limiting behaviour, benchmark against a labelled reference norm, the calibration gap between capability and behaviour, blind spots in the self-versus-others comparison, task versus relationship orientation, stress resilience, Well-being and energy, outcomes, free-text feedback and an item explorer. What a good report should contain, independent of any product, is covered in How a 360° assessment works.
What LEADBeyond 360° is not
- Not a self-service tool for unaccompanied mass roll-outs. If you want to send hundreds of surveys without a conversation, a survey tool is the better fit – see Consultant-led or self-service?.
- Not AI coaching. Free-text comments are not automatically analysed or summarised in the current version.
- Not a selection instrument. The assessment is built for development, not for promotion or personnel decisions.
Frequently asked questions
How is LEADBeyond 360° different from conventional 360° feedback?
Conventional 360° feedback answers one question: what behaviour do others observe? LEADBeyond 360° adds four more – what the leader believes, what they can do, what changes under pressure and what effect follows. That turns a feedback report into a starting point for development.
How long does the survey take?
The self-assessment takes about 18 minutes, rater feedback 10 to 15 minutes. Answers are saved continuously; raters can pause and resume at any time.
Can HR see individual results?
No. Client admins see progress and completion rates – and, once a cycle is closed, an organisation-level aggregate without names, provided at least five reports exist and the consultant has enabled it. They never see individual reports, scores or free-text comments. That is a property of the access architecture, not a setting – more under Can HR see individual 360° results?.
Is the platform GDPR-compliant?
The platform is built GDPR-oriented: hosting in Frankfurt am Main, role-based access rights that give HR no access to individual results, anonymity thresholds in the aggregation layer and no AI processing of free text. Whether a specific programme is compliant also depends on how you design it – see GDPR and 360° feedback. This is not legal advice – align the set-up with your data protection officer.
How many raters do I need per leader?
At least two per group (supervisors, peers, direct reports) are recommended; the anonymity threshold decides when a group is shown separately. Details in How many raters does a 360° need?.
Which languages are available?
Questionnaire, report and platform are available in German and English. Each person chooses their own language; invitations and reminders follow the recipient's language.
Can the programme be repeated?
Yes. Repeats run as separate cycles; the report shows change against earlier cycles. Released reports remain unchanged.
Is coaching part of the offer?
A consultant debrief is part of the consultant-led approach; every report is reviewed before release. Whether coaching or a development programme beyond that makes sense is something we clarify in conversation, depending on the objective and the participant group.
Related reading
Product & method
The LEADBeyond model: Belief → Capability → Trigger → Behavior → Outcome
Six layers, 12 dimensions, 7 limiting tendencies, 5 defense patterns: how LEADBeyond 360° measures what a behaviour-only 360° leaves out – and what the model does not do.
Read more →Product & method
Why consulting firms need a different 360° – and what it looks like
Partner pressure, billability, tiny teams: why 360° feedback in consulting and professional-services firms must be designed differently – and how LEADBeyond 360° is built for it.
Read more →Trust & governance
Who sees what – and who does not: confidentiality at LEADBeyond 360°
Anonymity threshold, free-text rules, what HR sees, when supervisors appear separately, consultant review, Frankfurt hosting: how LEADBeyond 360° enforces confidentiality.
Read more →