360 Degree Leadership Assessment That Turns Feedback into Action
leadershipflow® 360 helps leaders understand how their behaviour is experienced by the people who work directly with them.
It measures 40 observable leadership competencies across five domains and compares the leader’s self view with feedback from managers, peers, direct reports and other relevant colleagues.
See the behaviour. Understand the feedback. Decide what to do next.
40 leadership competencies
Observable, developable behaviours rather than a fixed leadership type.
5 leadership domains
Emotional Intelligence, Influence, Decision Making, Drive and Mindset.
Multiple perspectives
Bring together the leader’s own results and feedback from people who experience their leadership directly.
Actionable feedback
Respondents indicate whether behaviours should be Developed, Activated, Maintained or Managed.
What Does the leadershipflow®360 Degree
Leadership Assessment Measure?
leadershipflow® 360 measures 40 observable leadership competencies across five domains: Emotional Intelligence, Influence, Decision Making, Drive and Mindset.
Eight competencies sit within each domain. The competencies describe observable leadership behaviour and are treated as skills, abilities and intelligences that can be developed.
The assessment does not assign a fixed leadership type or style. Its purpose is to help leaders understand how their behaviour is experienced, where expectations differ and where adaptation may strengthen leadership effectiveness.
Emotional Intelligence
Emotional Intelligence
How leaders recognise and manage emotion, communicate with awareness and build effective relationships.
Influence
Influence
How leaders gain support, communicate direction and mobilise others towards shared goals.
Decision Making
Decision Making
How leaders interpret information, exercise judgement and make appropriate decisions across different situations.
Drive
Drive
How leaders create momentum, maintain focus and translate intention into purposeful action.
Mindset
Mindset
How leaders interpret challenge, remain open to learning and approach responsibility, growth and change.
The five domains provide a clear structure for the report. The 40 competencies provide the behavioural detail needed to decide what should be strengthened, activated, maintained or better managed.
Move Beyond Ratings to Actionable Leadership Feedback
Many 360 assessments tell a leader whether others rate them higher or lower. leadershipflow® 360 goes further by asking respondents what they would like the leader to do with each behaviour.
Develop
Develop
Build more capability or use more of the behaviour where it would strengthen leadership effectiveness.
Activate
Activate
Bring an existing capability forward more deliberately when the situation requires it.
Maintain
Maintain
Continue using the behaviour at its current level because it is working effectively.
Manage
Manage
Moderate or adapt the behaviour where its use may be excessive, less flexible or creating unintended consequences.
Linking feedback to these four verbs makes the results easier to interpret and turns respondent feedback into a practical starting point for leadership development. Respondents can also provide constructive comments and examples to add context to their ratings.
The question is not simply “How did I score?”
It is “What are the people I work with asking me to do differently?”
See Leadership from More Than One Perspective
Leadership is experienced differently depending on where someone sits in relation to the leader. leadershipflow® 360 can report feedback across four respondent groups:
Manager
Feedback from the person or people responsible for managing the leader’s performance and contribution.
Peers
Colleagues who work alongside the leader and experience their behaviour through collaboration, decision making and shared delivery.
Direct Reports
People who experience the leader through day-to-day direction, support, communication and management.
Others
Other relevant colleagues or stakeholders who work directly with the leader and can regularly observe their behaviour.
Compare How Leadership Feels from the Inside and the Outside
Before the 360 feedback is interpreted, the leader completes the flowprofiler® behavioural assessment.
This gives the leader a view of their own behavioural patterns, including how capability may shift day to day and under pressure. leadershipflow® 360 then adds the experience of the people who work directly with them.
The reports are designed to work together, giving the leader several useful perspectives:
Self View
How the leader understands and experiences their own behavioural capability.
Respondent Feedback
What managers, peers, direct reports and other colleagues would like the leader to Develop, Activate, Maintain or Manage.
Leadership Comparison
The report can also place the leader’s flowprofiler® results alongside the flowprofiler® leadership norm group for additional context.
Differences between self perception and others’ experience are not automatically weaknesses. They are useful information for reflection, discussion and deciding where development effort will have the greatest value.
From 360 Feedback to Leadership Development
1 — Establish the Leader’s Self View
The leader completes the flowprofiler® behavioural assessment to establish their behavioural baseline and understand how capability may shift day to day and under pressure.
2 — Gather Multi-Rater Feedback
Selected colleagues complete leadershipflow® 360 based on behaviour they have directly observed. Respondents may include managers, peers, direct reports and other relevant colleagues.
3 — Interpret the Results
The flowprofiler® and leadershipflow® 360 reports are reviewed together to identify patterns, areas of alignment, differences in perspective and relevant development priorities.
4 — Feedback and Reflect
A trained flowprofiler® interpreter works through the results with the leader, helping them understand the feedback without reducing it to a judgement or label.
5 — Create the Development Focus
The leader selects the behaviours that matter most to their role, organisational priorities, current challenges and desired results.
6 — Apply and Review
Development can continue through coaching, workshops or leadershipflow® Pathways, with progress reviewed and the assessment repeated later where useful.
A leadership 360 is most valuable when feedback becomes behaviour change, not when the report becomes the end of the process.
Leadership Feedback Leaders Can Understand and Prioritise
leadershipflow® 360 is structured to make complex multi-rater feedback easier to understand, compare and use.
Five Domain Views
Each leadership domain is reported separately so patterns can be explored without collapsing 40 competencies into one leadership score.
Respondent Group Perspectives
Leaders can compare feedback from managers, peers, direct reports and other relevant colleagues to understand how their leadership is experienced across different working relationships.
Develop, Activate, Maintain and Manage
Report graphics show clearly what respondents are asking the leader to do with each behaviour, helping turn feedback into practical development priorities.
Evidence and Comments
Respondents can provide constructive comments and examples to add context to their ratings and support a more useful feedback conversation.
No Overall Leadership Score
leadershipflow® 360 is not designed to rank a leader or declare whether they are a “good” or “bad” leader.
Effective leadership depends on the role, objectives, situation and results required. Development priorities should therefore be selected according to what matters most, rather than attempting to maximise all 40 competencies.
Use 360 Feedback as Part of a Leadership Development Journey
leadershipflow® 360 can be used as a focused leadership assessment or integrated into a wider leadership development programme.
The greatest value comes when the feedback is connected to the leader’s role, organisational priorities and opportunities to practise different behaviour at work.
Individual Leadership Development
Give a leader structured feedback from the people who experience their behaviour and use it to establish practical development priorities.
leadershipflow® Pathways
Integrate 360 feedback with facilitated learning, SkillSprints™ and workplace application through a structured leadership development journey.
Coaching
Use the report as a starting point for focused coaching around specific leadership behaviours, challenges and desired outcomes.
Leadership Cohorts
Use a consistent framework across a leadership group while preserving each leader’s individual feedback and development focus.
Designed for Development, Not Judgement
leadershipflow® 360 draws on the research underpinning flowprofiler® together with additional leadership research. It measures observable leadership competencies that can be developed rather than assigning a fixed leadership personality or style.
It is designed as a leadership development instrument. Results should be interpreted in relation to the leader’s role, organisational context, current challenges and desired outcomes.
Multi-rater feedback represents the experience and expectations of respondents. It should support reflection, discussion and development rather than be treated as an objective verdict on the leader.
Feedback is most useful when it creates insight, not labels.
Frequently Asked Questions
Common questions about leadershipflow® 360, how the assessment works and how the feedback is used.
Give Leaders Feedback They Can Understand, Prioritise and Use
leadershipflow® 360 brings together self insight and the experience of the people who work directly with a leader.
Use the feedback to identify what should be Developed, Activated, Maintained or Managed and turn insight into practical leadership change.
❝Such a great tool – replaces 3 other assessments I’ve been using!
❝I really enjoyed flowprofiler®. I think it is brilliant! flowprofiler® is a journey not just a one-off training session.❞
❝The course was great. Very easy to follow and Beck is terrific.❞
❝Love the flowprofiler diagnostic instrument. It has become an important tool in my coaching and development work. The flowprofiler interpreter training is excellent and their support team is highly responsive and very supportive.❞
❝While I have never been an ardent fan of any assessment, I have unconsciously become one as I have watched the awareness and growth I have experienced as well with every individual , leader and team who I have had the privilege to work with. A straight forward tool that gives depth and meaning for anyone who wants to live an optimal life❞
❝Having participated in a number of similar programs, I found flowprofiler® to be one of the best, if not the best, I have done thus far. The questions posed to create your profile are not dissimilar to other programs but responding from the perspective of two different mindsets is what differentiates flowprofiler®. This allows for interesting and insightful discussions when reviewing the results and your profile. Personally, I found my own results very close to how I perceive myself and to how others perceive me, which makes the suggestions on how to ‘bend and flex’ to interact with others that much more useful. A great system, highly recommended!❞
❝We increased our retention of candidates in the first 6 weeks from 50% to 80% using this system.❞
❝flowprofiler® can really help people not only in their work life but outside of work too. I really believe that this is a great thing!❞
❝I have been studying all the flowprofiler® documents, notes, tests, all day today.
And the more I do, the more in love I am falling with this tool.❞
❝My experience of flowprofiler® has been overwhelmingly positive. My report helped me to understand much more about myself, highlighted specific dimensions I could work on in my own development while supporting others with theirs. I would highly recommend flowprofiler® for Personal, Team and Leadership Development.❞
❝Very well presented and explained. Good to be able to speak on the practical use of the reports for self and team orientated purposes.❞
❝The team session for resilienceflow® was very useful because the whole company was able to discuss change. The Zoom breakout rooms really allowed for in-depth dialogue and opened discussions that would not have normally been broached.❞
❝I took the flowprofiler® assessment back in 2019. It really helped me to understand some aspects of myself that I had always suspected, but hadn’t been able to come to terms with, or know how to do better. It gave me the language to understand, become more aware of my behaviour and regulate my responses to my triggers. It’s helped me to ask myself, ‘is this proportionate & appropriate’? I like to think that I’ve always had a decent level of emotional intelligence, but now I feel that because I understand it better, I’m able to use it more effectively. Both for my benefit and for everyone around me.❞
❝Personally, I thought flowprofiler® was great. It was me; I was reading about me on a page!❞
❝Taking the flowprofiler® assessments, I had the opportunity to become more aware of my strengths and was able to give myself the chance to work on elements of myself that I want to improve through the awareness created through the assessments. I find myself using skills that I have gained through flowprofiler® in my work and personal life.❞
❝The training was informative, well paced and covered the critical points succinctly. There was a lot of information that needed to be covered and the individual reports are also very lengthy, however it was pleasing to be able to review assessments (at a high level) and be able to properly interpret the results. Beck’s delivery of the material was engaging, the language appropriate for the audience and the general flow of the training and timing for breaks and testing was well judged. Iain’s contributions supported the training very well and again, language was well chosen for the audience.❞
❝flowprofiler® provides me deep insight, and it surely helps develop myself as a business person. Based on the results, I know my strengths and weaknesses so that I am able to think about myself from different perspectives during the project. I would say this assessment has full of opportunities and chances to enhance your work environment.❞
❝A very insightful tool. The results helped me understand how I react to certain work situations both day to day and under pressure. I found the development report particularly useful to build an action plan for activating certain behaviours of underuse and being mindful of spikes in other behaviours.❞
❝We are excited and thrilled to share this new tool to support people grow, learn and give their best in their lives, personally and professionally. We believe everyone should have the opportunity to evolve and be the best version of themselves. Better people will make this a better world.❞
❝I could analyse myself by using flowprofiler®︎. I’m so happy to take this assessment!❞
❝You need to face your “real self” when you feel you need to do something for change. For the first step, you need to grasp where you currently stand. The results of flowprofiler® revealed “me” and I could have a solid thought about what to do from tomorrow.❞
❝My flowprofiler® development report really helps me stay mindful of my behaviours. Through the training techniques and practice I am getting better at adapting, in the moment, to the demands of my role. Great tool!❞
❝Very well presented and explained. Good to be able to speak on the practical uses of the reports for self and team oriented purposes.❞
❝Great tool to be able to pinpoint the strengths and weaknesses of colleagues for recruitment and also once within the business to determine growth areas. Very accurate and insightful.❞
❝We increased our retention when onboarding candidates from 50% to 80% using flowprofiler®❞
❝It is an amazing tool to use.❞
❝We are excited with the promise that flowprofiler®️ brings; one that will allow our clients to shape their people and their organisation to be agile, adaptable and ready for the opportunities in the future.❞
Sharmini Suthan, Managing Partner, BeInClarity, Singapore
❝Not only do you learn new ways to navigate your team through tricky situations you learn more about how your team tick. I’m glad I was introduced to Beck and Iain Chalmers. I’m a better GM because of the time I spent learning from you – thank you.❞