01
Setup
Nominate leaders, map raters, and brief the cohort in days — not weeks of admin.
Solutions · 360° Feedback
Leadership feedback that doesn't disappear into a folder.
Multi-rater feedback for the people who set the tone. Twelve validated leadership competencies, thirteen research-backed derailers, and a development conversation that actually happens because the report is designed to be read.
Leadership assessment360° feedbackLeadership is clearer from every angle.
Programme brief
Feedback leaders will actually read.
Who it is for, what ships, and how we run it.
Also known as multi-rater feedback, leadership 360 survey, or 360-degree assessment.
01 · Audience
Talent and L&D teams running leadership cohorts who need self-vs-others insight that leads to a real development conversation — not a PDF that sits unread.
02 · Delivery
Managed cohort programmes with Corpmetrix enablement, or platform-run cycles for in-house talent teams.
Manager scorecard
Team of 14 · Response 100%
Overall
84
+6 vs. co.
Purpose
88
+9
Empower.
72
−4
Connect.
91
+11
Team heatmap by dimension
What is included
Everything in the programme spine.
- 0112 validated leadership competencies
- 0213 research-backed derailer signals
- 03Multi-rater workflow with anonymity thresholds
- 04Arabic and English delivery
- 05Conversation-ready development reports
How we run it
From kickoff to proof.
A clear sequence leaders can brief in one slide.
02
Collect
Self and multi-rater input with reminders that respect calendars and thresholds.
03
Report
Competency and derailer views designed for a coaching conversation.
04
Develop
Priorities and follow-up so the PDF does not become shelfware.
Confidentiality
Trust that holds up in the room.
Rater groups report only after typical minimums (often three) so individuals are not identifiable in leader views.
Leadership clarity
Feedback from every angle.
360°, leadership assessment, and manager effectiveness — clearer development conversations.
Leadership assessment360° feedbackLeadership is clearer from every angle.
Manager effectivenessBetter managersGive leaders insight they can use.
How it works
Four steps from kickoff to conversation.
Full turnaround under two weeks for cohorts of any size.
01
Nominate
Each leader nominates 5–8 raters — manager, peers, direct reports, cross-functional partners. Corpmetrix validates the balance.
Day 1–2
02
Collect
Multichannel invitations (email, WhatsApp, SSO). Automatic reminders in the rater's language. Anonymity enforced at query time.
Day 3–10
03
Analyse
GPT-powered comment intelligence surfaces themes, blind spots, and derailer risk. Every finding is grounded in raw quotes.
Day 11–12
04
Debrief
Certified coach delivers the report in a 90-minute session — followed by a development plan aligned to the PEACE® framework.
Day 13–14
The Model
Twelve leadership competencies. Zero fluff.
Validated across 3,000+ leaders in the Corpmetrix leadership benchmark.
Strategy · 01
Sets direction
Translates vision into a horizon leaders and teams can actually navigate.
Strategy · 02
Thinks systemically
Sees the second-order effects. Doesn't optimise one department at the expense of the whole.
Strategy · 03
Decides under uncertainty
Commits to a direction when the data is incomplete — and updates when it isn't.
People · 04
Develops talent
Creates measurable growth for the people they lead. Successors, not dependents.
People · 05
Builds trust
Consistent between what they say in public and what they do in private.
People · 06
Coaches vs. tells
Asks the question that changes the thinking, instead of dictating the answer.
Execution · 07
Drives accountability
Clear commitments, honest reviews, consequences that match effort and outcome.
Execution · 08
Removes obstacles
The team's problems become the leader's problems, not the other way around.
Execution · 09
Adapts pace
Knows when to accelerate, when to hold, when to say the work is done.
Self · 10
Self-awareness
Understands their impact. Sees the gap between intent and effect — and closes it.
Self · 11
Composure
Steady under pressure. The team can read the room by reading them.
Self · 12
Curiosity
Genuinely learning. Asks about the work of people they don't directly manage.
Derailers
Thirteen patterns that quietly end careers.
Every 360 report includes a derailer scan — behaviours that don't show up on strengths lists but predict future failure with unnerving accuracy.
Data drawn from the Corpmetrix leadership benchmark and cross-validated with Hogan and CCL published research.
- D01Volatility — mood swings that make the team walk on eggshells
- D02Arrogance — dismissive of input from below
- D03Cautiousness — indecision disguised as diligence
- D04Detachment — physically present, functionally absent
- D05Perfectionism — micromanagement disguised as high standards
- D06Compliance — deference to authority at the expense of the team
- D07Excitability — over-promising and under-delivering
- D08Suspicion — assuming bad intent as a default
- D09Approval-seeking — decisions optimised for perception
- D10Impulsivity — action before analysis, repeatedly
- D11Rigidity — resistance to updated data
- D12Score-keeping — grudges masquerading as memory
- D13Charm without substance — the pattern managers notice last
The report
Designed to be read.
A ninety-minute debrief document that a leader can actually hold in one sitting. No radar charts nobody understands — just clear scores, ranked derailer risk, and a development plan tied to the PEACE® framework.
Delivered by a certified coach. Followed by a 90-day plan and a check-in.
Leadership profile
L. Al-Mansour · SVP Operations · 7 raters
Confidential
Raters (avg)
Self
Scale · 1–5
FAQ
Questions we hear from CHROs.
Missing something? Talk to a strategist — the shortest path is a real conversation.
01How anonymous is 360 feedback, really?
Raters' individual responses are never visible to the leader — only aggregated by rater group (manager, peer, direct report, other). Groups below the k-anonymity threshold are suppressed at query time, not just in the report. For 360° the default threshold is 3 (lower than the platform default of 5 used for engagement and pulse) because rater groups are naturally smaller. The leader sees averages; verbatim quotes are attributed to a group only if it has enough raters to stay anonymous.
02Can we run 360 in Arabic and English simultaneously?
Yes. The rater picks their language at the start; the leader receives one integrated report. All twelve competencies and thirteen derailers are validated in both languages, and open-text comments are analysed in the original language before translation — never the other way around.
03Is Corpmetrix's 360 tied to compensation?
We recommend it isn't. 360 feedback is a development tool, and tying it to pay predictably distorts the ratings. Clients who use 360 for development consistently see richer feedback and better development outcomes than those who tie it to bonus decisions.
04How is this different from Hogan or 16Personalities?
Hogan measures personality traits with strong validity, but doesn't tell you how the leader is actually experienced by the team today. Our 360 measures observable behaviour, from the people around the leader, right now — and pairs it with PEACE® team engagement scores so you can see if the leader's development is moving the team's numbers.
05What's the minimum cohort size?
The programme runs from a single leader (with 5–8 raters) up to enterprise cohorts of 500+. Below five raters per leader, we recommend structured interviews instead — the statistics simply aren't robust enough for a numerical report.