Proprietary assessment
Oceans 360°Leadership Assessment
The Oceans 360° Leadership Assessment is a confidential snapshot of how a leader is currently experienced by the people they work with regularly. The goal is actionable awareness that enables focused leadership adjustments.
A 360° is a collection of perspectives, not a verdict on a leader.
What it is
A 360° is a collection of perspectives, not a verdict on a leader. It captures how a leader is experienced at a particular point in time, and turns that into something specific enough to act on. The report includes developmental suggestions and an action planning tool, so the insight has somewhere to go.
- It is developmental, not a performance review
- The 360° captures perceptions of a leader at a particular point in time. It is designed to support intentional behavior change, not to evaluate.
- Responses are anonymous
- Every category is anonymous except Self and Boss, so people can be candid about what they actually experience.
- More perspectives, more reliable picture
- A broader set of raters gives a broader and more reliable view than any single relationship can.
A complete view, built from relevant perspectives
Raters are selected because they regularly experience the leader's decisions, relationships, communication, and impact. Bringing together perspectives from different vantage points reveals patterns that no single relationship can provide on its own.
Feedback from direct reports, peers, and other stakeholders is reported by category and aggregated to protect confidentiality.
Each category requires at least three raters, while feedback from the leader and direct leader is shown individually. There is no maximum number of raters.
- SelfThe leader's view of their own behaviors, strengths, and impact
- Direct leaderThe perspective of the person with the clearest view of the leader's responsibilities, priorities, and organizational contribution
- Direct reportsThe experience of those most directly affected by how the leader communicates, delegates, develops others, and creates accountability
- PeersThe perspective of colleagues who experience the leader's collaboration, influence, and effectiveness across organizational boundaries
- Other key stakeholdersAdditional perspectives from clients, partners, board members, matrixed colleagues, or others positioned to provide meaningful feedback
The debrief
How it is debriefed
Data creates awareness. Coaching turns awareness into movement. The debrief is a coaching conversation, not a report reading.
- Start with the leader
- What stood out, surprised, affirmed, or challenged them.
- Focus on patterns, not comments
- No speculation about who said what.
- Balance strengths and opportunities
- Identify what to leverage as well as what to shift.
- Explore gaps with curiosity
- Different perspectives are data, not right or wrong.
- Prioritize impact
- Find the one or two behavioral shifts that would make the greatest difference.
- Make it actionable
- Translate insight into specific, observable behaviors.
- Revisit it
- An ongoing development tool, not a one-time debrief.
Sample report
See a sample report
The report brings the perspectives together by category and shows where they converge, where they differ, and what to focus on first.
Find out how your leaders are actually experienced
A discovery call is 30 minutes. We will ask what is happening, who it involves, and whether an assessment is the right place to start.