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.
Common questions
Common questions about the Oceans 360°
What is a 360-degree leadership assessment?
A 360-degree leadership assessment gathers feedback on a leader from the people around them: their own view, their direct leader, direct reports, peers, and other stakeholders. The Oceans 360° Leadership Assessment is a confidential snapshot of how a leader is currently experienced, designed to produce actionable awareness that leads to focused changes in leadership behavior.
Who gives feedback in the Oceans 360°?
People who regularly experience the leader's decisions, relationships, communication, and impact. The categories are Self, Boss, Direct reports, Peers, and Other, which can include clients, partners, board members, or matrixed colleagues. Each category needs at least three raters, the leader's and their direct leader's views are shown individually, and there is no maximum number of raters.
Is 360 feedback anonymous?
Yes, for every category except Self and Boss. Feedback from direct reports, peers, and other stakeholders is aggregated by category before it is reported, so no individual response can be identified. The leader and their coach see the results directly, and how far findings are shared beyond that is agreed with the organization.
Is a 360 assessment a performance review?
No. The Oceans 360° is developmental. It captures how a leader is perceived at a particular point in time to support intentional behavior change, not to evaluate or rate performance. That is also what lets raters be candid: the purpose is the leader's growth, not a verdict on them.
What does the 360 report include?
The report brings the perspectives together by rater category and shows where they converge, where they differ, and what to focus on first. It also includes developmental suggestions and an action planning tool, so the insight leads somewhere specific rather than ending as a document.
How is a 360 debrief run?
As a coaching conversation, not a report reading. It starts with what stood out to the leader, focuses on patterns rather than individual comments, balances strengths with opportunities, and treats gaps between perspectives as data. It ends with the one or two behavioral shifts that would make the greatest difference, defined as specific, observable behaviors, and the results are revisited over time.
How long does an Oceans 360° take?
Timing depends mainly on how many raters are involved for the leader being assessed, since every category needs at least three responses. A discovery call is the best place to plan it: in 30 minutes we look at what is happening, who it involves, and whether a 360 is the right place to start.
How is the Oceans 360° different from SOHA™?
The Oceans 360° looks at one leader and how they are experienced by the people around them. SOHA™, the Systemic Organizational Health Assessment, looks at the whole leadership system: how the team functions emotionally, relationally, socially, and systemically. They can be used together: SOHA™ to see the system, and the 360 to support individual leaders within it.
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.