See How Your Leadership Is Really Experienced
A confidential 360 gives you a view from the people who experience your leadership from different angles. Then a CGP psychologist and executive coach helps you understand the patterns and decide what deserves your attention.
$2,500 to $5,000 per leader. Based in Connecticut. Available throughout the United States.
What Is Facilitated 360 Feedback?
Facilitated 360 feedback is a structured process that gathers confidential input from the people who experience a leader’s work from different perspectives. CGP combines the feedback into a private report, helps the leader make sense of the patterns, and turns the findings into a focused set of development priorities.
Feedback Gets Distorted on the Way Up
The more senior you become, the more carefully people choose their words.
Your team may respect you and still hold back. Peers may soften a concern. Direct reports may wait until a pattern becomes too expensive to ignore.
A well-run 360 creates enough structure and safety for people to share what they see. It reveals where your intention matches your impact, where it does not, and which patterns matter most.
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Patterns + priorities
What This Process Is For
- Understanding how your leadership is experienced
- Finding strengths you may be underusing
- Seeing gaps between intention and impact
- Choosing a few meaningful priorities
What It Should Never Become
- A tool for building a case against someone
- A substitute for direct performance management
- A report delivered without preparation or support
- A long list of weaknesses to fix at once
A Clear Process From the Start
Everyone should understand the purpose, the participants, and the boundaries before feedback begins.
Define the Purpose
Clarify why the 360 is happening, what it should inform, and whether the timing is right.
Choose the Perspectives
Select a balanced group of people who have direct experience with the leader’s work.
Collect the Feedback
Gather the leader’s self-assessment, behavior ratings, and Continue, Stop, and Start input.
Find the Patterns
Compare rater groups and synthesize the themes that appear across the feedback.
Turn Insight Into Action
Use a private 90-minute debrief to choose the priorities worth acting on now.
Candid feedback depends on clear boundaries.
The standard engagement treats the leader’s report as private. Any sharing arrangement is agreed before the process begins and explained to participants.
Individual responses are protected. Small rater groups may be combined or omitted, and written comments are organized into themes so repeated patterns carry more weight than a single sharp remark.
A Report Built to Be Understood
The deliverable shows the data. The debrief helps you decide what it means.
Leadership Feedback Overview
Fictional example showing the structure of a CGP 360 report.
Use clarity and care to align the team.
Closing discussion before concerns surface.
Invite input earlier in key decisions.
Seven Practices of Conscious Accountability
The report organizes leadership behavior through Creating Clarity, Opening Up Engagement, Nailing It, Noticing, Exchanging Feedback, Claiming It, and Trying Again.
Thirty Observable Behaviors
A five-point scale compares self-perception with the experience of all raters and relevant respondent groups.
Continue, Stop, and Start Themes
Written feedback is synthesized into recurring themes, frequency counts, and representative comments.
Preparation for the Debrief
Reflection questions help the leader notice surprises, gaps, emotional reactions, and the change they most want to make.
A 90-Minute Private Debrief
A CGP coach helps the leader separate patterns from outliers and leave with a small number of practical priorities.
Is a Facilitated 360 Right for You?
The leader has to be ready to hear the answer, and the organization has to protect the purpose of the process.
This Is Usually a Good Fit When
- A CEO or senior leader wants candid feedback
- A leader has stepped into a larger or more complex role
- Coaching needs a clear behavioral starting point
- Succession or leadership development is underway
- A leadership team wants a shared development process
- The leader is willing to own their impact
This Is Probably the Wrong Time When
- The goal is to punish or document a case
- A major reorganization makes the rater environment unstable
- Confidentiality cannot be protected
- The sponsor expects private comments without prior agreement
- The leader has no real choice or developmental support
If the timing is wrong, we will say so. A poorly timed 360 can make trust worse.
What Does Facilitated 360 Feedback Cost?
A Facilitated 360 assessment and debrief ranges from $2,500 to $5,000 per leader and typically takes four to six weeks. Stakeholder interviews or customized assessment work may increase the scope.
Your complete scope and fee are confirmed before participant invitations are sent.
Everything Included in a Standard Engagement
One complete engagement- Purpose and setup conversation
- Participant selection and confidential administration
- Self-assessment and multi-rater feedback
- Private feedback report for the leader
- 90-minute coach-led debrief
- Development priorities and follow-up
The Feedback Should Point Somewhere Useful
Some leaders use their priorities independently. Others continue into coaching or use the findings to shape work with the leadership team. Continuing is always a separate decision.
What Leaders and Sponsors Usually Want to Know
How much does Facilitated 360 Feedback cost?
Facilitated 360 Feedback ranges from $2,500 to $5,000 per leader. The standard scope includes assessment, analysis, and a private individual debrief. Stakeholder interviews or customized assessment work may increase the scope. We confirm the complete scope and investment before invitations are sent.
How long does a Facilitated 360 take?
Most engagements take four to six weeks, depending on how quickly the participant list is approved and respondents complete their feedback. We build the schedule backward when the work supports a fixed coaching or succession milestone.
Who should participate?
A useful 360 includes people with enough direct experience to comment on observable behavior. That often includes a supervisor, peers, direct reports, and key stakeholders. A balanced group matters more than a large group.
Is the feedback confidential?
The standard engagement treats the leader’s report as private. Individual responses are protected, small groups may be combined or omitted, and written comments are organized into themes. Any different sharing arrangement is agreed and explained before feedback begins.
Who owns and receives the report?
In the standard engagement, the report is delivered privately to the leader. If a sponsor, coach, or organization will receive any part of the results, that arrangement is agreed in advance so every participant understands the boundaries.
Can the process be completed remotely?
Yes. Participant coordination, feedback collection, and the private debrief can be completed remotely. In-person facilitation can be discussed when the situation and location make it useful.
Does CGP facilitate 360s outside Connecticut?
Yes. Conscious Growth Partners is based in Connecticut and works with leaders and organizations throughout the United States.
Can a 360 be used for a performance review?
CGP’s facilitated 360 is designed for leadership development. It should not serve as the primary evidence for compensation, promotion, discipline, or termination. Active performance concerns should be addressed through the organization’s management and HR process.
Can you run 360s for a full leadership team?
Yes. CGP can facilitate several leaders at the same time. Each leader receives an individual report and private debrief. Team-level themes, when useful, are scoped separately and should protect individual results.
What happens after the debrief?
The leader leaves with a small number of development priorities and a follow-up conversation. Some use the plan independently. Others continue into executive coaching or broader team work. Any continuing engagement is a separate decision.