360° assessment

A clear mirror to help you see yourself, make decisions and grow.

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The 360° evaluation offers a powerful and objective mirror to the manager.
It sheds light on their strengths, reveals their blind spots and highlights the perception of their professional environment.
This work doesn't stop with the diagnosis: it becomes a lever for development, a point of support for progress and further alignment of leadership.

Two women chatting in a café.

KEY POINTS



Becoming aware of your impact

Identify how your leadership is perceived by your peers, colleagues and partners.



Building on strengths

Identify natural talents and differentiating assets.

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Highlighting areas for progress

Detecting blind spots and limiting behaviour.

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Define a clear action plan

Transforming feedback into concrete development levers.

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Encouraging personal and collective alignment

Harmonising external perception and internal intention.



Taking action

Translate the results into realistic and inspiring courses of action.

HOW DOES IT WORK?

THE TYPICAL ROUTE

Two women chatting in a café.

1 - Framing & objectives

Define objectives, scope (players), success criteria.

Man signing a document on a planchette.

2 - Collecting feedback

360° questionnaire and/or qualitative interviews.

Two colleagues chat in front of a laptop.

3 - Analysis & summary

Cross-referencing trends, strengths and blind spots.

Two women are chatting on a sofa.

4 - Individual debriefing

Accompanied restitution, welcoming emotions, meaning.

Scales of justice on a lawyer's desk.

5 - Action plan & anchoring

Priorities, rituals, indicators, managerial support.

Smiling woman working on laptop.

6 - Impact measurement (monitoring)

Review at 3-6 months, adjustments, if necessary targeted re-360.

FORMATS & PROCEDURES

FORMATS

360° digital questionnaire + interviews (depending on level)
Option 360° flash“ (restricted target, rapid decision)
Debriefing 1 to 2 sessions (90 min) + follow-up at 3-6 months

COMMITMENTS

Confidentiality / ethics / informed consent
Feedback factual and caring, solution-oriented
Restitution educational + action plan concrete

USE CASES

For an executive :

Smiling woman in front of a graphic board at a meeting.

Clarify your managerial impact

perception - coherence - posture - credibility - impact

Team meeting with presentation session.

Identifying blind spots

lucidity - feedback - awareness - progress - responsibility

Supporting an individual development plan

priorities - learning - transformation - follow-up - anchoring

For a team :

Group of people playing outside on the lawn.

Understanding how the team really works

perceptions - practices - gaps - lucidity - reality

Business meeting around a wooden table

Identify strengths and friction points

support - tension - things left unsaid - levers - regulation

Colleagues playing with post-its in the office.

Improving collective efficiency

decisions - coordination - priorities - fluidity - performance

FREQUENTLY ASKED QUESTIONS

Is 360° anonymous?

Yes, the returns are aggregated and anonymised (excluding agreed individual interviews). The framework is set from the outset.

Who is 360° for?

Executives, CODIR/COMEX members, managers, teams. It is a tool for development, no disciplinary assessment.

How long does it take?

Between 3 and 6 weeks, depending on the scope (preparation, collection, analysis, debriefing, action plan).

What happens after the return?

We let's build together an action plan, and then we provide a follow-up follow-up to anchor the changes.

Are you ready to look at yourself in a different way and evolve?

Make an appointment