LEAP 360
Leadership Performance
Looks at leadership through the eyes of peers and direct reports, revealing how a leader manages people, decisions, and relationships that shape the team's performance and direction.
Overview
LEAP 360 looks at leadership as it is experienced by others. It gathers feedback from peers and direct reports to show how a leader’s behavior is perceived in everyday situations, including how they manage people, make decisions, and handle working relationships. This assessment is useful because it complements self-reflection with feedback from peers and direct reports. LEAP 360 helps surface patterns in how a leader’s actions affect the team’s direction, clarity, and day-to-day functioning, based on the people who work with them most closely.
What it assesses
This assessment provides an overall view of patterns that tend to shape:
- How a leader is experienced by others in daily interactions
- How decisions and direction are communicated and received
- How people feel supported, guided, or constrained
- How working relationships are handled under pressure
- How leadership behavior affects clarity and momentum
Why professionals use it
Professionals often choose this assessment because leadership behavior can look very different from different vantage points.
- Show gaps or alignment between self-view and how others experience leadership
- Highlight behaviors that support or disrupt team effectiveness
- Provide concrete feedback grounded in real working relationships
- Help leaders understand the impact of their day-to-day actions
- Support more focused development priorities based on observed behavior
Where it fits well
- Leadership development and coaching: Useful when leaders want clear, behavior-based feedback from the people they work with.
- After leadership role changes: Helps leaders understand how they are landing in a new or expanded role.
- Team improvement efforts: Useful when team members are unclear about direction, communication, or support.
- Ongoing leadership feedback cycles: Supports regular reflection on leadership behavior over time, not just one-off evaluation.
A helpful professional note
LEAP 360 reflects perceptions from specific raters at a specific point in time, not an objective or permanent measure of leadership effectiveness. Feedback can be influenced by context, recent events, and team dynamics. Results are best used as a starting point for reflection and development, alongside conversation, observation, and clear goals.
LEAP 360 (Leadership Performance)
Overview
LEAP 360 looks at leadership as it is experienced by others. It gathers feedback from peers and direct reports to show how a leader’s behavior is perceived in everyday situations, including how they manage people, make decisions, and handle working relationships. This assessment is useful because it complements self-reflection with feedback from peers and direct reports. LEAP 360 helps surface patterns in how a leader’s actions affect the team’s direction, clarity, and day-to-day functioning, based on the people who work with them most closely.
What it assesses
This assessment provides an overall view of patterns that tend to shape:
- How a leader is experienced by others in daily interactions
- How decisions and direction are communicated and received
- How people feel supported, guided, or constrained
- How working relationships are handled under pressure
- How leadership behavior affects clarity and momentum
Why professionals use it
Professionals often choose this assessment because leadership behavior can look very different from different vantage points.
- Show gaps or alignment between self-view and how others experience leadership
- Highlight behaviors that support or disrupt team effectiveness
- Provide concrete feedback grounded in real working relationships
- Help leaders understand the impact of their day-to-day actions
- Support more focused development priorities based on observed behavior
Where it fits well
- Leadership development and coaching: Useful when leaders want clear, behavior-based feedback from the people they work with.
- After leadership role changes: Helps leaders understand how they are landing in a new or expanded role.
- Team improvement efforts: Useful when team members are unclear about direction, communication, or support.
- Ongoing leadership feedback cycles: Supports regular reflection on leadership behavior over time, not just one-off evaluation.
A helpful professional note
LEAP 360 reflects perceptions from specific raters at a specific point in time, not an objective or permanent measure of leadership effectiveness. Feedback can be influenced by context, recent events, and team dynamics. Results are best used as a starting point for reflection and development, alongside conversation, observation, and clear goals.
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